The document discusses using assessment center methodology for assessing global talent, highlighting key considerations for designing and implementing international assessment centers such as defining the job role and desired competencies, ensuring diverse representation on project teams, providing cultural sensitivity training, and evaluating the success of the process to maintain fairness and effectiveness across cultures.
This document discusses challenges and strategies for including people with disabilities in the workforce. It defines disability and outlines benefits of an inclusive hiring strategy, such as tapping into a large talent pool and improving company culture. Key areas for companies to focus on are attracting, retaining, and advancing disabled talent. To attract more candidates, companies should communicate their commitment to inclusion and set clear diversity goals. Providing accommodations is essential for retaining employees and allowing them to thrive. Creating an environment where disabled employees feel supported enables their career advancement.
Community House (CH) is an Outreach Program in Charlotte, NC. CH will be held at Shamrock Middle School (SMS), with a large at-risk population (now 1208 students, 70% below living wage, 86% minorities, 5 -10% homeless at some time during the year), and CH evolved - a partnership between the church, community, and the school's faculty, staff, and families. CH works closely with the school’s leadership team to identify the specific needs of students and parents.
This document summarizes research on strategies to reduce high turnover rates among child welfare caseworkers. It finds that annual turnover rates in the US are typically between 20-40%, which is higher than the optimal rate of 10-12%. Common themes in effective initiatives include investing in strong leadership, involving employees in decision-making, and maintaining open communication. Specific strategies discussed are developing self-care plans, employee recognition programs, peer support, casework teaming, and New Jersey's approach which reduced turnover from 14.7% to 4.3% through initiatives like a peer support hotline, field training units, and job fairs.
Bob Ferguson
Director of Network and Business Development at True Market Solutions
Co-chair of the Fairfield Go-Green Commission
Member of the board of Clean Economy Solutions
Bob has a varied background as a business and community leader. In addition to running his family’s Shaklee business, he is Director of Network and Business Development at True Market Solutions. He co-chaired the Fairfield Go-Green Commission, and serves on the boards of Clean Economy Solutions, The Orpheum Theater and the What If? Foundation. He’s happily married to Sandra, and the proud father of four and grandfather of two. His personal interests include classical guitar performance, tennis, gardening, cycling, practicing and teaching Transcendental Meditation, and thinking about how human beings can return to a state where they function as harmoniously as a tree.
The document discusses using assessment center methodology for assessing global talent, highlighting key considerations for designing and implementing international assessment centers such as defining the job role and desired competencies, ensuring diverse representation on project teams, providing cultural sensitivity training, and evaluating the success of the process to maintain fairness and effectiveness across cultures.
This document discusses challenges and strategies for including people with disabilities in the workforce. It defines disability and outlines benefits of an inclusive hiring strategy, such as tapping into a large talent pool and improving company culture. Key areas for companies to focus on are attracting, retaining, and advancing disabled talent. To attract more candidates, companies should communicate their commitment to inclusion and set clear diversity goals. Providing accommodations is essential for retaining employees and allowing them to thrive. Creating an environment where disabled employees feel supported enables their career advancement.
Community House (CH) is an Outreach Program in Charlotte, NC. CH will be held at Shamrock Middle School (SMS), with a large at-risk population (now 1208 students, 70% below living wage, 86% minorities, 5 -10% homeless at some time during the year), and CH evolved - a partnership between the church, community, and the school's faculty, staff, and families. CH works closely with the school’s leadership team to identify the specific needs of students and parents.
This document summarizes research on strategies to reduce high turnover rates among child welfare caseworkers. It finds that annual turnover rates in the US are typically between 20-40%, which is higher than the optimal rate of 10-12%. Common themes in effective initiatives include investing in strong leadership, involving employees in decision-making, and maintaining open communication. Specific strategies discussed are developing self-care plans, employee recognition programs, peer support, casework teaming, and New Jersey's approach which reduced turnover from 14.7% to 4.3% through initiatives like a peer support hotline, field training units, and job fairs.
Bob Ferguson
Director of Network and Business Development at True Market Solutions
Co-chair of the Fairfield Go-Green Commission
Member of the board of Clean Economy Solutions
Bob has a varied background as a business and community leader. In addition to running his family’s Shaklee business, he is Director of Network and Business Development at True Market Solutions. He co-chaired the Fairfield Go-Green Commission, and serves on the boards of Clean Economy Solutions, The Orpheum Theater and the What If? Foundation. He’s happily married to Sandra, and the proud father of four and grandfather of two. His personal interests include classical guitar performance, tennis, gardening, cycling, practicing and teaching Transcendental Meditation, and thinking about how human beings can return to a state where they function as harmoniously as a tree.
Personal Leadership Training PlanByVenueClass.docxkarlhennesey
This document outlines a personal leadership training plan. It discusses the importance of having knowledge in environmental affairs and disaster management. As a future leader, it states the author has diverse knowledge in these areas from seven years of higher education. However, they acknowledge lacking skills in areas like planning and implementation. The document emphasizes that learning is continuous and the author will seek to improve their skills through practices like collaborating with stakeholders and attending forums. Overall, the document reflects on the knowledge and skills needed to become an effective leader in environmental and disaster management fields.
Personal Leadership Training PlanByVenueClass.docxssuser562afc1
Personal Leadership Training Plan
By:
Venue:
Class:
Date:
*
To be a good leader, it is a call and nature of the personality of a person.It involves have a passion to serve the interests of the other people besides your own interests (Collins, 2014).The knowledge behind being a successful leader is through experience and good practice.Being a leader, needs a person to have self control and knowledge of handling different types of people.A leader knows the way and lead others there.
Everybody defines leadership differently but I really like the way John C Maxwell defines leadership, “A leader is one who knows the way, goes the way, and shows the way.” Irrespective of how you define a leader, he or she can prove to be a difference maker between success and failure.
*
Should be confidentShould be one who inspires otherShould be hardworkingShould be honestShould be accountableShould have good communication skillsGood decision makerOne who is committed to service
Whether running your own business or leading teams in an office setting, the best leaders require a strong set of leadership qualities to help positively interact with their employees, team members, and clients.
*
As an environmentalist for example, a leader should have diverse knowledge of environmental affairs.The leader should understand the nature and the conditions of the environment and be committed to service (Sutcliffe, 2013).The nature of our environment need a lot of research to help in reducing diverse effects on the environment; especially effects of global warming, climate change, land degradation and other effects.
Some of the major environmental problems are as follows: 1. Ozone Depletion, Greenhouse Effect and Global Warming 2. Desertification 3. Deforestation 4. Loss of Biodiversity 5. Disposal of Wastes.
*
A good leader especially on the environmental concerns should understanding his or her roles.It calls for the passion to serve as a disaster manager in an organization.As a manager, you should be able to understand the need for disaster management, disaster prevention, disaster resilience and even disaster recovery.Through the knowledge or research, one should be able to understand the need for his or her job description (Davis, 2010).
Disaster managers, often called emergency management directors, are responsible for preparing for and responding to disasters. They come up with procedures for natural and man-made disasters with the help of other professionals who are sometimes involved with these events, such as people who work for the government, local police departments or nearby hospitals. Once a plan is made, a disaster manager has to ensure that it meets certain standards. If it does, he or she works with the community and local organizations to make sure that everyone is aware of the plan and can follow it if a disaster occurs.
*
Many organizations are today employing a disaster management team to help during disaster occurrences.Many organi.
H-E-B Central Market Management Theory AnalysisAshley Fisher
Central Market was founded in 1994 in Austin, Texas as a higher-end grocery store bringing European market concepts to the US. It is privately owned and allows department managers significant autonomy to develop their own plans and strategies. This decentralized structure fosters creativity and innovation as managers take pride and ownership in the plans they create for their departments.
This document defines organizational behavior as individual and group behaviors within organizations. It outlines learning objectives related to defining organizational behavior, responding to change, organizational components, and diversity in organizations. Key aspects of organizations discussed include their open system nature with internal and external factors, the formal and informal structures, and challenges related to change, globalization, diversity and ethics.
This presentation discusses developing a multi-faceted approach to assisting dual-career couples through higher education recruitment. It emphasizes the importance of institutional commitment, clear policies and funding, and collaboration across departments and with outside employers. Developing these comprehensive support systems can help institutions recruit and retain top talent by addressing dual-career needs, while also advancing diversity, quality of life, and return on investment goals. Research shows dual-career hiring cannot be ignored if an institution wants success in competitive academic markets.
1. The document summarizes five key trends impacting the future of work identified by SHRM expert panels: (1) demographic shifts towards a more global and aging workforce, (2) loss of middle-skilled jobs due to automation, (3) a skills gap between educational standards and employer needs, (4) increased globalization and remote work due to technology, and (5) new models of work like crowdsourcing.
2. For each trend, the document outlines expected changes for organizations and recommends how HR can prepare, such as offering flexible work and lifelong learning opportunities, partnering with educators, and learning to manage remote and contingent workers.
3. The document encourages readers to review this information
This document provides information about career counseling and development for elementary, middle, and high school students, as well as adults. It discusses the importance of career exploration and skill-building during middle and high school years. It also outlines eight elements of career education and how to develop career education programming and goals. The document then discusses serving special populations including those with disabilities, cultural minorities, economically disadvantaged individuals, older workers, and more. It provides strategies and considerations for career counseling and development with each of these groups.
This document discusses preparing for a career in human resources. It outlines the necessary education and qualifications, which include a bachelor's degree in human resources or business administration with an HR concentration. For more advanced roles, a master's degree is recommended. Relevant coursework covers topics like compensation management, labor relations, and organizational behavior. Internships provide hands-on experience. Personal qualities like communication skills, digital literacy, and confidentiality are also important for HR careers. Career paths vary depending on company size but may start as an intern and progress to more senior roles over time.
This chapter provides an overview of global human resource management. It discusses recruiting, selecting, training, compensating, and repatriating global employees. The chapter addresses strategy and global HRM fit, global assignments, cross-cultural training, adjustment challenges, and improving repatriation. It introduces key terms and concepts in global HRM and suggests review questions to enhance understanding.
This chapter provides an overview of global human resource management. It discusses recruiting, selecting, training, compensating, and repatriating global employees. The chapter addresses strategy and global HRM fit, global assignments, cross-cultural training, adjustment challenges, and improving repatriation. It introduces key terms and concepts in global HRM and suggests review questions to enhance understanding.
Strategic Plan 2
Strategic Plan
Trisha Eisele
August 18, 2014
Alfonso Rodriguez
\
Table of Contents
Executive Summary3
Bright Horizon3
Environmental Scan4
Remote Environment4
Industry Environment5
Operating Environment5
Internal Strengths & Weaknesses6
Strategies7
Innovation7
Horizontal Integration8
Product Differentiation8
Implementation Plan9
References16
Executive Summary
Bright Horizons is a company that brings quality early childhood education to children. As Bright Horizons has grown, they have created their own curriculum. It involves math, science, technology, social studies, the arts, cooking, and physical education. They also provide different types of services. They have client-based centers, community centers, elementary schools, after school care programs, and summer camps.
Bright Horizons (2014), states that they “strive to nurture each child’s unique qualities and potential.” As a way to extended this mission statement, I propose to offer tutoring as a part of the after school care program. This way the company can extend its mission statement to older students or past students. It is a way for Bright Horizons to extend their services to past students. Strong partnerships are a key value of Bright Horizons. I recommend that the parents get to choose their child’s tutor through a database of tutors in their area. To match another of Bright Horizons values is the collaboration with employers to build family-friendly workplaces, I recommended that the tutors going to customer’s house. Bright Horizons already has its own University to help aid in the growth of its employees. I recommend that they had more classes to aid in the knowledge of the tutors on staff.
The environmental scan involves many different categories. Through remote environment, Bright Horizons can look at the economics, social, political, technologic, and ecological factors involved in their company. Through this analysis Bright Horizons can continue to be the competitive company that they are within the child-care industry. They are consistently working to bring quality child-care to their cliental. Adding in tutoring services would just expand their strong brand and international connections.
In looking at the implementation plan, it is vital to complete for any and all short-term and long-term successes. The tasks and task ownership are there to help keep everyone accountable to their portion of the plan. This is where directors, assistant directors, and current teachers can aid in the expansion of the service. Milestones are there to have a goal to strive for within the company. Having a beta center gives the company a unique perspective. In aligning resources with the strategic plan, it allows Bright Horizons to fulfill its mission statement in a new and innovated way.Bright Horizon
My strategic plan will be to offer tutoring through the Bright Horizon Company. To ensure the organization’s vision, mission, and people strategies and v.
The Case of Performance improvement in Trinidad and Tobago - Global Strategie...HRMATT
Dr. Earl Harewood currently lectures for Edinburgh’s Herriot-Watt University/Australian Institute of Business/School of Higher Education. He performs the same role for the Australian Institute of Business/School of Higher Education Teaching and Learning Association Liaisons to Trinidad. He teaches corporate ethics and corporate social responsibility and has taught social and organizational change and organizational culture.
Harewood earned his MBA in Organizational Change and Development from Regent University in 2003. He earned an MS in Organizational Counselling in 2008 from The Johns Hopkins University and his PhD in Human Resource Development from the University of Minnesota - Twin Cities.
Presentation Summary - Leading Performance Improvement in T&T: Global Strategies for Sustainability
Whether performance is where it needs to be or not in Trinidad and Tobago, one will never know as forecasting, planning, benchmark, international practice accreditation and pointed industry research is seldom practiced. What this means is that there is more reacting because when situations surface there is no clear plan to address them. Added to this, investment in targeted training and development activities are few so many persons’ exposure to new systems, practices, processes and techniques are almost non-existent so innovation never
happens and new products, services and ideas never emerge. Subsequently, if there is to be improved performance, there is greater need to understand the socio-historical barriers to encouraging creative problem solving, idea sharing and promotion of innovative practices that will lead to new and improved products, services, standards and people practices suitable
for launching the nation into the 22nd century competitively placed for global competition. This will take more intentional approaches to leading innovative performance improvement initiatives which will require human resources and other leaders to fully develop the eight competencies we will discuss during the presentation.
This document provides an overview of global human resource management practices. It discusses three approaches that multinational companies use to staff their subsidiaries: ethnocentrism, polycentrism, and geocentrism. It also outlines several key functions of international human resource management, including conducting job analysis, planning labor needs, recruitment and selection, providing incentives and benefits, and managing wages and salaries abroad. The document concludes that to remain competitive globally, multinational enterprises must understand the various environmental factors that could inhibit their success and develop strategies to overcome potential challenges in different country settings.
TALENT ACQUISITION, MANAGEMENT, & RETENTION 2
TALENT ACQUISITION, MANAGEMENT, & RETENTION 7
Talent Acquisition, Management, & Retention Strategies
Running head: TALENT ACQUISITION, MANAGEMENT, & RETENTION 1
Talent Acquisition, Management, & Retention Strategies
Seth Smith the CEO is looking to create and hire a new Vice-President of Operations to make his floral company more competitive and efficient. To provide a little back story on this case, Seth Smith and his family are originally from the Midwest, he met and married his wife Andrea in Texas while attending college. In 2002 the Smith’s moved to California and founded Blossom Up! After moving to the west coast, they grew to a mid-size company located on 60 acres in which 40 acres was designated for developing and cultivating flowers with fertilizer that is ecofriendly. They were also trying out on a small scale growing a select variety of vegetables.
Over the years the company has attributed its success to loyal employees and brand reputation. Operating in California is not without challenges with droughts and other environmental conditions it is tough being competitive in the floral industry. To increase the company’s competitive edge, Seth has requested approval from the Board of Directors in hiring a Vice president of Operations. The HR department is tasked with communication and recruiting for this position to do that the job description must be clear and concise, stating a clear organizational objective.
This paper will include the job description for the position of Vice-President of Operations, a report on the use of outside sources of candidates to include explaining the pros and cons of informal recruiting, recruiting on the Internet, Social Media, and what is involved in working with a recruiting company. And lastly, a talent retention plan for five years to ensure that once a person is hired, the person will remain loyal to the company and want to grow with it.
Job Description
Job Purpose:
Blossoms Up! is seeking a VP of Operations to lead with the proven experience to oversee labor relations in accordance with company philosophy, objectives and legal requirements. This position will be responsible for implementation of efficient labor programs, policies, procedures and practices that focus on attracting, retaining, developing and evaluating the labor base.
The VP will examine greenhouse and field facilities daily while maintaining constant communication with all Head Growers and Farm Labor partners to plan labor needs for the following day. This post is accountable for keeping Farm Labor up-to-date on all new compliance laws. Eighty percent business travel within a three-hour radius to accomplish agreed upon labor objectives.
Key Duties & Responsibilities
· Responsible for oversight of administration, management, development and evaluation of labor functions for Company
· Management control of Production Director, Head Growers and Farm Labor daily to c.
Gre Argument Essay Template. Sensational Gre Argument Essay Samples ThatsnotusTracy Hernandez
Gre argument essay help; The Advanced Guide to GRE Analytical Writing. Gre Essay Template - Printable Word Searches. Writing the gre argument essay step by step guide - Introduction to the .... GRE Analytical Writing (Essay) - Magoosh GRE Blog. Frightening Gre Argument Essay Template ~ Thatsnotus. 005 Gre Argument Essay Example Issue Sample Prompts Sanders Announces .... Sensational Gre Argument Essay Samples ~ Thatsnotus. GRE argument essay 2016 - YouTube. GRE Template Argument Essay. Unusual Gre Argument Essay Examples ~ Thatsnotus. 10+ Argumentative Essay Outline Templates - PDF. How to Write the Revised GRE Analytical Writing Essays - How to write .... Essay Template For Gre : GRE Analytical Writing Assessment – Issue .... Argument essay template gre - How to Structure the GRE Argument Essay .... 019 Gre Argument Essay Template Gdxgsga1 ~ Thatsnotus. 016 Essay Example Argument Write Analysis Evaluation Gre Examples Pdf .... GRE Argument Essay: Top 6 Strategies & Sample Essay - Magoosh Blog .... gre argument essay samples pdf. Argumentative Essay Examples 6Th Grade Pdf / 10 Easy Argumentative .... 14. Sample "Analyze an Argument" Essay. 029 Gre Argument Essay Samples Understand The Topic Mygretutor Example .... 007 Essay Example Assessment Skeleton Argument1443684541 Gre Argument .... GRE Essays. GRE AWA Issue Argument Essay Samples | Argumentative essay .... FREE 9+ Argumentative Essay Samples in PDF. GRE Argument Essay Examples | Get Complete Guide : Current School News .... Business Paper: Sample argument essay. 004 Essay Example Ideas For Argumentative ~ Thatsnotus.
DEIB Reimagined: Navigating Change and Shaping the FutureAggregage
https://www.humanresourcestoday.com/frs/25456248/deib-reimagined--navigating-change-and-shaping-the-future
Join us for an insightful session where we delve into the evolving landscape of DEIB. Discover the latest trends, challenges, and opportunities that have emerged over the past year and explore what lies ahead. This webinar will equip you with actionable strategies, best practices, and reflection tools to effectively lead and inspire change in your organization. Embrace the journey towards a more inclusive, equitable workplace!
Learning Objectives:
• Understand the Shifts: Recognize the key changes in DEIB over the past year and their implications for HR practices.
• Future Forecasting: Identify emerging trends and expectations in DEIB for the upcoming year.
• Actionable Strategies: Learn how to implement effective DEIB strategies that resonate with current needs.
• Leadership Coaching: Gain insights into coaching techniques that foster a DEIB-friendly environment.
The document discusses the strategic role of human resources in global environments. It examines how global corporations manage human resources and social responsibility across different countries and cultures. Some key challenges for international human resource management include variations in laws, economies, and cultures between locations. The document recommends that companies develop centralized reporting relationships, standardized practices, and consistent corporate cultures while also giving regional autonomy. It emphasizes the importance of cultural awareness and developing global leaders.
leadership resourceTen steps to carrying out a SWOT analysisChris Pear (1).docxestefana2345678
leadership resource
Ten steps to carrying out a SWOT analysis Chris Pearce offers a guide to help nursing leaders analyse their aotivities
A SWOT ANALYSIS is an effecrive way of identifying your strengths
and weaknesses, and of examining the opportunities and threats you
face. Carrying out an analysis using the SWOT framework will help
you and your team focus your activities on where you are strongest,
and where your greatest opportunities lie,
7 C0NSIDERTHE USES OF SWOT
This technique can be used in various situations includ-
ing business planning, team building and away days, as
well as when you review the work of your team, during change man-
agement processes and even in your personal career planning.
2 PREPARETHE GROUND
Draw a box on a flip chart or whiteboard, or even a
piece of paper, and divide it into four equal sections.
Each section should be labelled as follows: Strengths, Weaknesses,
Opportunities and Threats,
3 CONSIDER YOUR STRENGTHS
On your own, or with your group or team, decide what
your strengths are, what you do well and what other
people see as your strengths. Consider this from both your own point
of view and from the perspectives of the people with whom you work,
lie realistic, not modest. If you have difficulty with this, try listing your
characteristics. Some of these will probably be strengths.
4 CONSIDER YOUR WEAKNESSES
Ask yourself questions about, for example, what you
could improve about yourself, what you do badly or
what you should avoid. Consider these questions from different
points of view, as other people may perceive weaknesses in you that
you do not see. It is best to be realistic now, and to face unpleasant
truths about yourself as soon as possible.
5 CONSIDER YOUR OPPORTUNITIES
What opportunities are before you? Of what interest-
ing trends are you aware? Useful opportunities can arise
from changes in technology, government policy and social pattems,
or from within your organisation.
6 CONSIDERTHE THREATS
What obstacles confront you? Are the specifications of
your job, or the service you provide, changing? Is chang-
ing technology threatening your position?
7 USE INFORMATION: INTERNAL FACTORS
Strengths and weaknesses are intemal faaors. Once you
have gathered information on your strengths and weak-
nesses, and the opportunities and threats tbat you face, ask yourself
first how you can capitalise on your strengths and make greater use of
them in work situations. Strengths are the basis on whicb success can
be built, so include your strengths into your plans. But also analyse
your weaknesses and consider how you can remedy them. Draw up
an action plan based on this information,
8 USE INFORMATION; EXTERNAL FACTORS
Opportunities and threats are extemal factors. Opportun-
ities should be sought, recognised and grasped as they
arise, while threats must be acknowledged and steps must be taken
to deal with them.
9 USE SWOT IN CAREER PLANNING
You can construct your own SWOT analysis to help you
with your career .
The document discusses social responsibility and legal issues related to training programs. It covers topics like managing diversity, preparing employees for cross-cultural assignments, career challenges, and addressing the needs of different types of employees. Specific areas of focus include developing effective training partnerships, avoiding legal issues, unconscious bias training, managing a diverse workforce, and programs for military veterans, older workers, and employees nearing retirement.
This document discusses key trends in global human resource management, including the rise of virtual teams, managing talent across borders, and balancing cultural differences in multinational companies. It provides expected changes in these areas and recommendations for how HR can help organizations prepare, such as providing cultural training, evaluating flexible work policies, and understanding employment laws in different countries.
Please go through the document completely before providing the answe.docxARIV4
Please go through the document completely before providing the answer.
Need a paper of 2-3 pages with references on the topic mentioned in the document.
Need a presentation of 2-3 slides with references on the same topic mentioned in the document.
No Plagiarism.
.
Please follow the instruction carefully. APA stile. Mínimum three re.docxARIV4
Please follow the instruction carefully. APA stile. Mínimum three references
Prepare a document with the definition or description of each of the key concepts that follow. The document must be written following the APA format and include the references used.
Key Concepts
1. Public Health
2. Health Policy
3. Surveillance
4. Standards
5. Quality of Health
6. Outbreak
7. Illness
8. Mortality
9. Population
.
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Personal Leadership Training PlanByVenueClass.docxkarlhennesey
This document outlines a personal leadership training plan. It discusses the importance of having knowledge in environmental affairs and disaster management. As a future leader, it states the author has diverse knowledge in these areas from seven years of higher education. However, they acknowledge lacking skills in areas like planning and implementation. The document emphasizes that learning is continuous and the author will seek to improve their skills through practices like collaborating with stakeholders and attending forums. Overall, the document reflects on the knowledge and skills needed to become an effective leader in environmental and disaster management fields.
Personal Leadership Training PlanByVenueClass.docxssuser562afc1
Personal Leadership Training Plan
By:
Venue:
Class:
Date:
*
To be a good leader, it is a call and nature of the personality of a person.It involves have a passion to serve the interests of the other people besides your own interests (Collins, 2014).The knowledge behind being a successful leader is through experience and good practice.Being a leader, needs a person to have self control and knowledge of handling different types of people.A leader knows the way and lead others there.
Everybody defines leadership differently but I really like the way John C Maxwell defines leadership, “A leader is one who knows the way, goes the way, and shows the way.” Irrespective of how you define a leader, he or she can prove to be a difference maker between success and failure.
*
Should be confidentShould be one who inspires otherShould be hardworkingShould be honestShould be accountableShould have good communication skillsGood decision makerOne who is committed to service
Whether running your own business or leading teams in an office setting, the best leaders require a strong set of leadership qualities to help positively interact with their employees, team members, and clients.
*
As an environmentalist for example, a leader should have diverse knowledge of environmental affairs.The leader should understand the nature and the conditions of the environment and be committed to service (Sutcliffe, 2013).The nature of our environment need a lot of research to help in reducing diverse effects on the environment; especially effects of global warming, climate change, land degradation and other effects.
Some of the major environmental problems are as follows: 1. Ozone Depletion, Greenhouse Effect and Global Warming 2. Desertification 3. Deforestation 4. Loss of Biodiversity 5. Disposal of Wastes.
*
A good leader especially on the environmental concerns should understanding his or her roles.It calls for the passion to serve as a disaster manager in an organization.As a manager, you should be able to understand the need for disaster management, disaster prevention, disaster resilience and even disaster recovery.Through the knowledge or research, one should be able to understand the need for his or her job description (Davis, 2010).
Disaster managers, often called emergency management directors, are responsible for preparing for and responding to disasters. They come up with procedures for natural and man-made disasters with the help of other professionals who are sometimes involved with these events, such as people who work for the government, local police departments or nearby hospitals. Once a plan is made, a disaster manager has to ensure that it meets certain standards. If it does, he or she works with the community and local organizations to make sure that everyone is aware of the plan and can follow it if a disaster occurs.
*
Many organizations are today employing a disaster management team to help during disaster occurrences.Many organi.
H-E-B Central Market Management Theory AnalysisAshley Fisher
Central Market was founded in 1994 in Austin, Texas as a higher-end grocery store bringing European market concepts to the US. It is privately owned and allows department managers significant autonomy to develop their own plans and strategies. This decentralized structure fosters creativity and innovation as managers take pride and ownership in the plans they create for their departments.
This document defines organizational behavior as individual and group behaviors within organizations. It outlines learning objectives related to defining organizational behavior, responding to change, organizational components, and diversity in organizations. Key aspects of organizations discussed include their open system nature with internal and external factors, the formal and informal structures, and challenges related to change, globalization, diversity and ethics.
This presentation discusses developing a multi-faceted approach to assisting dual-career couples through higher education recruitment. It emphasizes the importance of institutional commitment, clear policies and funding, and collaboration across departments and with outside employers. Developing these comprehensive support systems can help institutions recruit and retain top talent by addressing dual-career needs, while also advancing diversity, quality of life, and return on investment goals. Research shows dual-career hiring cannot be ignored if an institution wants success in competitive academic markets.
1. The document summarizes five key trends impacting the future of work identified by SHRM expert panels: (1) demographic shifts towards a more global and aging workforce, (2) loss of middle-skilled jobs due to automation, (3) a skills gap between educational standards and employer needs, (4) increased globalization and remote work due to technology, and (5) new models of work like crowdsourcing.
2. For each trend, the document outlines expected changes for organizations and recommends how HR can prepare, such as offering flexible work and lifelong learning opportunities, partnering with educators, and learning to manage remote and contingent workers.
3. The document encourages readers to review this information
This document provides information about career counseling and development for elementary, middle, and high school students, as well as adults. It discusses the importance of career exploration and skill-building during middle and high school years. It also outlines eight elements of career education and how to develop career education programming and goals. The document then discusses serving special populations including those with disabilities, cultural minorities, economically disadvantaged individuals, older workers, and more. It provides strategies and considerations for career counseling and development with each of these groups.
This document discusses preparing for a career in human resources. It outlines the necessary education and qualifications, which include a bachelor's degree in human resources or business administration with an HR concentration. For more advanced roles, a master's degree is recommended. Relevant coursework covers topics like compensation management, labor relations, and organizational behavior. Internships provide hands-on experience. Personal qualities like communication skills, digital literacy, and confidentiality are also important for HR careers. Career paths vary depending on company size but may start as an intern and progress to more senior roles over time.
This chapter provides an overview of global human resource management. It discusses recruiting, selecting, training, compensating, and repatriating global employees. The chapter addresses strategy and global HRM fit, global assignments, cross-cultural training, adjustment challenges, and improving repatriation. It introduces key terms and concepts in global HRM and suggests review questions to enhance understanding.
This chapter provides an overview of global human resource management. It discusses recruiting, selecting, training, compensating, and repatriating global employees. The chapter addresses strategy and global HRM fit, global assignments, cross-cultural training, adjustment challenges, and improving repatriation. It introduces key terms and concepts in global HRM and suggests review questions to enhance understanding.
Strategic Plan 2
Strategic Plan
Trisha Eisele
August 18, 2014
Alfonso Rodriguez
\
Table of Contents
Executive Summary3
Bright Horizon3
Environmental Scan4
Remote Environment4
Industry Environment5
Operating Environment5
Internal Strengths & Weaknesses6
Strategies7
Innovation7
Horizontal Integration8
Product Differentiation8
Implementation Plan9
References16
Executive Summary
Bright Horizons is a company that brings quality early childhood education to children. As Bright Horizons has grown, they have created their own curriculum. It involves math, science, technology, social studies, the arts, cooking, and physical education. They also provide different types of services. They have client-based centers, community centers, elementary schools, after school care programs, and summer camps.
Bright Horizons (2014), states that they “strive to nurture each child’s unique qualities and potential.” As a way to extended this mission statement, I propose to offer tutoring as a part of the after school care program. This way the company can extend its mission statement to older students or past students. It is a way for Bright Horizons to extend their services to past students. Strong partnerships are a key value of Bright Horizons. I recommend that the parents get to choose their child’s tutor through a database of tutors in their area. To match another of Bright Horizons values is the collaboration with employers to build family-friendly workplaces, I recommended that the tutors going to customer’s house. Bright Horizons already has its own University to help aid in the growth of its employees. I recommend that they had more classes to aid in the knowledge of the tutors on staff.
The environmental scan involves many different categories. Through remote environment, Bright Horizons can look at the economics, social, political, technologic, and ecological factors involved in their company. Through this analysis Bright Horizons can continue to be the competitive company that they are within the child-care industry. They are consistently working to bring quality child-care to their cliental. Adding in tutoring services would just expand their strong brand and international connections.
In looking at the implementation plan, it is vital to complete for any and all short-term and long-term successes. The tasks and task ownership are there to help keep everyone accountable to their portion of the plan. This is where directors, assistant directors, and current teachers can aid in the expansion of the service. Milestones are there to have a goal to strive for within the company. Having a beta center gives the company a unique perspective. In aligning resources with the strategic plan, it allows Bright Horizons to fulfill its mission statement in a new and innovated way.Bright Horizon
My strategic plan will be to offer tutoring through the Bright Horizon Company. To ensure the organization’s vision, mission, and people strategies and v.
The Case of Performance improvement in Trinidad and Tobago - Global Strategie...HRMATT
Dr. Earl Harewood currently lectures for Edinburgh’s Herriot-Watt University/Australian Institute of Business/School of Higher Education. He performs the same role for the Australian Institute of Business/School of Higher Education Teaching and Learning Association Liaisons to Trinidad. He teaches corporate ethics and corporate social responsibility and has taught social and organizational change and organizational culture.
Harewood earned his MBA in Organizational Change and Development from Regent University in 2003. He earned an MS in Organizational Counselling in 2008 from The Johns Hopkins University and his PhD in Human Resource Development from the University of Minnesota - Twin Cities.
Presentation Summary - Leading Performance Improvement in T&T: Global Strategies for Sustainability
Whether performance is where it needs to be or not in Trinidad and Tobago, one will never know as forecasting, planning, benchmark, international practice accreditation and pointed industry research is seldom practiced. What this means is that there is more reacting because when situations surface there is no clear plan to address them. Added to this, investment in targeted training and development activities are few so many persons’ exposure to new systems, practices, processes and techniques are almost non-existent so innovation never
happens and new products, services and ideas never emerge. Subsequently, if there is to be improved performance, there is greater need to understand the socio-historical barriers to encouraging creative problem solving, idea sharing and promotion of innovative practices that will lead to new and improved products, services, standards and people practices suitable
for launching the nation into the 22nd century competitively placed for global competition. This will take more intentional approaches to leading innovative performance improvement initiatives which will require human resources and other leaders to fully develop the eight competencies we will discuss during the presentation.
This document provides an overview of global human resource management practices. It discusses three approaches that multinational companies use to staff their subsidiaries: ethnocentrism, polycentrism, and geocentrism. It also outlines several key functions of international human resource management, including conducting job analysis, planning labor needs, recruitment and selection, providing incentives and benefits, and managing wages and salaries abroad. The document concludes that to remain competitive globally, multinational enterprises must understand the various environmental factors that could inhibit their success and develop strategies to overcome potential challenges in different country settings.
TALENT ACQUISITION, MANAGEMENT, & RETENTION 2
TALENT ACQUISITION, MANAGEMENT, & RETENTION 7
Talent Acquisition, Management, & Retention Strategies
Running head: TALENT ACQUISITION, MANAGEMENT, & RETENTION 1
Talent Acquisition, Management, & Retention Strategies
Seth Smith the CEO is looking to create and hire a new Vice-President of Operations to make his floral company more competitive and efficient. To provide a little back story on this case, Seth Smith and his family are originally from the Midwest, he met and married his wife Andrea in Texas while attending college. In 2002 the Smith’s moved to California and founded Blossom Up! After moving to the west coast, they grew to a mid-size company located on 60 acres in which 40 acres was designated for developing and cultivating flowers with fertilizer that is ecofriendly. They were also trying out on a small scale growing a select variety of vegetables.
Over the years the company has attributed its success to loyal employees and brand reputation. Operating in California is not without challenges with droughts and other environmental conditions it is tough being competitive in the floral industry. To increase the company’s competitive edge, Seth has requested approval from the Board of Directors in hiring a Vice president of Operations. The HR department is tasked with communication and recruiting for this position to do that the job description must be clear and concise, stating a clear organizational objective.
This paper will include the job description for the position of Vice-President of Operations, a report on the use of outside sources of candidates to include explaining the pros and cons of informal recruiting, recruiting on the Internet, Social Media, and what is involved in working with a recruiting company. And lastly, a talent retention plan for five years to ensure that once a person is hired, the person will remain loyal to the company and want to grow with it.
Job Description
Job Purpose:
Blossoms Up! is seeking a VP of Operations to lead with the proven experience to oversee labor relations in accordance with company philosophy, objectives and legal requirements. This position will be responsible for implementation of efficient labor programs, policies, procedures and practices that focus on attracting, retaining, developing and evaluating the labor base.
The VP will examine greenhouse and field facilities daily while maintaining constant communication with all Head Growers and Farm Labor partners to plan labor needs for the following day. This post is accountable for keeping Farm Labor up-to-date on all new compliance laws. Eighty percent business travel within a three-hour radius to accomplish agreed upon labor objectives.
Key Duties & Responsibilities
· Responsible for oversight of administration, management, development and evaluation of labor functions for Company
· Management control of Production Director, Head Growers and Farm Labor daily to c.
Gre Argument Essay Template. Sensational Gre Argument Essay Samples ThatsnotusTracy Hernandez
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DEIB Reimagined: Navigating Change and Shaping the FutureAggregage
https://www.humanresourcestoday.com/frs/25456248/deib-reimagined--navigating-change-and-shaping-the-future
Join us for an insightful session where we delve into the evolving landscape of DEIB. Discover the latest trends, challenges, and opportunities that have emerged over the past year and explore what lies ahead. This webinar will equip you with actionable strategies, best practices, and reflection tools to effectively lead and inspire change in your organization. Embrace the journey towards a more inclusive, equitable workplace!
Learning Objectives:
• Understand the Shifts: Recognize the key changes in DEIB over the past year and their implications for HR practices.
• Future Forecasting: Identify emerging trends and expectations in DEIB for the upcoming year.
• Actionable Strategies: Learn how to implement effective DEIB strategies that resonate with current needs.
• Leadership Coaching: Gain insights into coaching techniques that foster a DEIB-friendly environment.
The document discusses the strategic role of human resources in global environments. It examines how global corporations manage human resources and social responsibility across different countries and cultures. Some key challenges for international human resource management include variations in laws, economies, and cultures between locations. The document recommends that companies develop centralized reporting relationships, standardized practices, and consistent corporate cultures while also giving regional autonomy. It emphasizes the importance of cultural awareness and developing global leaders.
leadership resourceTen steps to carrying out a SWOT analysisChris Pear (1).docxestefana2345678
leadership resource
Ten steps to carrying out a SWOT analysis Chris Pearce offers a guide to help nursing leaders analyse their aotivities
A SWOT ANALYSIS is an effecrive way of identifying your strengths
and weaknesses, and of examining the opportunities and threats you
face. Carrying out an analysis using the SWOT framework will help
you and your team focus your activities on where you are strongest,
and where your greatest opportunities lie,
7 C0NSIDERTHE USES OF SWOT
This technique can be used in various situations includ-
ing business planning, team building and away days, as
well as when you review the work of your team, during change man-
agement processes and even in your personal career planning.
2 PREPARETHE GROUND
Draw a box on a flip chart or whiteboard, or even a
piece of paper, and divide it into four equal sections.
Each section should be labelled as follows: Strengths, Weaknesses,
Opportunities and Threats,
3 CONSIDER YOUR STRENGTHS
On your own, or with your group or team, decide what
your strengths are, what you do well and what other
people see as your strengths. Consider this from both your own point
of view and from the perspectives of the people with whom you work,
lie realistic, not modest. If you have difficulty with this, try listing your
characteristics. Some of these will probably be strengths.
4 CONSIDER YOUR WEAKNESSES
Ask yourself questions about, for example, what you
could improve about yourself, what you do badly or
what you should avoid. Consider these questions from different
points of view, as other people may perceive weaknesses in you that
you do not see. It is best to be realistic now, and to face unpleasant
truths about yourself as soon as possible.
5 CONSIDER YOUR OPPORTUNITIES
What opportunities are before you? Of what interest-
ing trends are you aware? Useful opportunities can arise
from changes in technology, government policy and social pattems,
or from within your organisation.
6 CONSIDERTHE THREATS
What obstacles confront you? Are the specifications of
your job, or the service you provide, changing? Is chang-
ing technology threatening your position?
7 USE INFORMATION: INTERNAL FACTORS
Strengths and weaknesses are intemal faaors. Once you
have gathered information on your strengths and weak-
nesses, and the opportunities and threats tbat you face, ask yourself
first how you can capitalise on your strengths and make greater use of
them in work situations. Strengths are the basis on whicb success can
be built, so include your strengths into your plans. But also analyse
your weaknesses and consider how you can remedy them. Draw up
an action plan based on this information,
8 USE INFORMATION; EXTERNAL FACTORS
Opportunities and threats are extemal factors. Opportun-
ities should be sought, recognised and grasped as they
arise, while threats must be acknowledged and steps must be taken
to deal with them.
9 USE SWOT IN CAREER PLANNING
You can construct your own SWOT analysis to help you
with your career .
The document discusses social responsibility and legal issues related to training programs. It covers topics like managing diversity, preparing employees for cross-cultural assignments, career challenges, and addressing the needs of different types of employees. Specific areas of focus include developing effective training partnerships, avoiding legal issues, unconscious bias training, managing a diverse workforce, and programs for military veterans, older workers, and employees nearing retirement.
This document discusses key trends in global human resource management, including the rise of virtual teams, managing talent across borders, and balancing cultural differences in multinational companies. It provides expected changes in these areas and recommendations for how HR can help organizations prepare, such as providing cultural training, evaluating flexible work policies, and understanding employment laws in different countries.
Similar to Mine topics Gander roles in family The annotated bibliography .docx (20)
Please go through the document completely before providing the answe.docxARIV4
Please go through the document completely before providing the answer.
Need a paper of 2-3 pages with references on the topic mentioned in the document.
Need a presentation of 2-3 slides with references on the same topic mentioned in the document.
No Plagiarism.
.
Please follow the instruction carefully. APA stile. Mínimum three re.docxARIV4
Please follow the instruction carefully. APA stile. Mínimum three references
Prepare a document with the definition or description of each of the key concepts that follow. The document must be written following the APA format and include the references used.
Key Concepts
1. Public Health
2. Health Policy
3. Surveillance
4. Standards
5. Quality of Health
6. Outbreak
7. Illness
8. Mortality
9. Population
.
Please follow the instructions attached in MS Word. Font Arial, .docxARIV4
Please follow the instructions attached in MS Word.
Font: Arial, 12 pointSpacing: double (Normal)Length: 2 page minimum (not including title, image, bibliography, or course information)Image: Attach as a separate document or include in the paper. REQUIRED
3 in-paper citations are REQUIRED
.
Please help me write a report focusing on photocatalysis of TiO2 .docxARIV4
Please help me write a report focusing on "photocatalysis of TiO2 material". Most of the papers regarding this topic can be found online.
Requirement:
- 8 to 10 pages long
- Does not have to be strictly plagiarism free (you can pick certain ideas from certain paper and lightly paraphrase their idea. You can just copy paste their images if they have any)
.
Please follow the directions in the assignment content Environme.docxARIV4
Please follow the directions in the assignment content
Environmental Print Activities [due Mon]
Assignment Content
Provide
two examples of environmental print, one that a preschool child (2 to 4 years old) may encounter and one that a kindergarten child (5 to 6 years old) may encounter.
Create
two different activities that use environmental print to develop children's print awareness. One activity must be for use with children in preschool (2- to 4-year-olds) and the other activity must be for use with children in kindergarten (5- to 6-year-olds).
Use
one of these activities with your client.
.
Please follow the directions below to complete the project1.).docxARIV4
Please follow the directions below to complete the project:
1.) Using Python, download the following attributes from
seedinvest.com
and put into an Excel spreadsheet:
Issuer
Offering Type
Title
Answers
Round Size
Issuer URL
Amount Raised
Bio
Security Type
Prior Rounds
Keywords
Total Investors
Questions
Tagline
Round Valuation Cap
Round Security Type
Round Closed Data
Investment Perks
Founders & Officers
Company Description
Minimum Investment
Pre-Money Valuation
Products & Services
*Data should include all the startups that are trying to raise funds through the parent site (Seed Invest)*
Note: Some of the attributes may not have data. Data attributes may be titled differently in some sites. Use your judgement to categorize these together and provide an explanation on the categorization.
2.) Provide screen shots of the code.
Give a brief walk through of strategy and approach, issues your ran into, end results.
.
Please follow all directions please. the attachment titled assignme.docxARIV4
The document provides instructions for an assignment on capital punishment, directing the reader to an attachment titled "assignment 9" for full directions and additional attachments as guides. The reader is asked to review all attachments and notify if any links are broken.
Please draft a personal message that you would like to appear on you.docxARIV4
Please draft a personal message that you would like to appear on your slide during the ceremony, maximum size 150 characters
Please remember that this is a formal ceremony. Please do not use slang or derogatory terms.
Highlight your love for the school, and your love for the math and economics departments. And thanks to the school teachers.
.
Please explain how you have met various BSN Essentials for each co.docxARIV4
Please explain how you have met various BSN Essentials for each course listed below based on the completion of various course assignments and/ or clinical practice experiences. I have attached the BSN essentials as well as a course description for each course. The paper needs to be 1.5 pages discussing a bit about each class. The description of each class is listed below along with an explanation of each BSN essential. Utilize as many essential key point as possible for each course listed.
1.5 pages
12 Point Font (Times New Roman)
Care Management II
Nursing care management of diverse adult and elderly acute care populations experiencing physiologic and psychological illnesses. Proficiency is acquired in the classroom and in clinical experiences across conditions that have a significant effect on quality of life, are highly preventable, and/or economically inefficient. Emphasis is placed on interprofessional collaboration and advocacy to achieve optimal outcomes.
Information Technology for Nursing
Information management and patient care technology skills, including analysis of various applications of information systems within the context of the healthcare system. Elements covered include theoretical models; data acquisition and data representation; nursing vocabularies and nursing knowledge representation; managing organizational change; ethical and social issues in healthcare and consumer information technology.
Nursing Pharmacotherapeutics
Pre-licensure BSN course. Essential concepts and principles of pharmacology as applied to baccalaureate level nursing practice. Imparts knowledge and skills required for safe, effective administration of therapeutic drugs (including herbal and complementary medications). The course covers critical skills related to dosage calculation and medication administration that. must be performed without error to achieve a passing grade for the course.
The BSN Essentials
Essential I: Liberal Education for Baccalaureate Generalist Nursing Practice
A solid base in liberal education provides the cornerstone for the practice and
education of nurses.
Essential II: Basic Organizational and Systems Leadership for Quality Care and
Patient Safety
Knowledge and skills in leadership, quality improvement, and patient safety are
necessary to provide high quality health care.
Essential III: Scholarship for Evidence Based Practice
Professional nursing practice is grounded in the translation of current evidence
into one’s practice.
Essential IV: Information Management and Application of Patient Care Technology
Knowledge and skills in information management and patient care technology are
critical in the delivery of quality patient care.
Essential V: Health Care Policy, Finance, and Regulatory Environments
Healthcare policies, including financial and regulatory, directly and indirectly
influence the nature and functioning of the healthcare system and thereby are
important considerations in professional nursing pra.
Please Follow directions or I will dispute please answer origina.docxARIV4
Please Follow directions or I will dispute
please answer original forum with a minimum of 250 words and respond to both students separately with a minimum of 100 words each
page 1 Original Forum with References
page 2 Heath response with references
page 3 hildreth response with references
OriginL Forum
Analyze and critique the safety and emergency management structure found in the port environment, and discuss the supporting plans and programs typically found in a major port operation. As part of your discussion, judge the legislative policies developed to prevent, prepare for, respond to, and recover from a WMD attack at a major port. In your opinion, are the current legislative security policies sufficient to secure and protect US ports? Explain.
Student response
heath
Good afternoon classmates and Professor. I apologize for being late with this assignment. I have been busy directing the setup of maintenance operations at a TDY location in Northern Sweden.
I am not sure if I am not using the correct verbiage or if being in Sweden is providing different results than I would normally receive when conducting research, but I have spent hours trying to find sources to utilize for this post. The few that I do find are ~2003 era and I feel are so out of date that they are not relevant anymore. Therefore, I will do my best to provide some thoughts on this week’s topic.
From the course we have read or discussed the roll of the Captain of the Port. Their responsibility is over a single port or a series of ports and provide a single point of command and control for all responding agencies in the event of an emergency like an attack at a port. The agencies could be local law enforcement like the county sherrif or city police, state police, FBI, and the Coast Guard. Through this position, they have certain abilities to control or even stop all operations in the port if it is deemed necessary to prevent, stop, or recover from an emergency situation.
Some of the major ports in the country and even around the world may have a trained private security force that is responsible for the day to day security as well as be able to rapidly respond to an emerging threat as it is identified. This would enable them to quickly eliminate or reduce the threat thereby preventing damage to the port and hindering operations.
Each port should have a port security plan in place to assist in responding to emergencies. The plan should include general information about the port’s facilities, its organizational structure, security levels and associated changes in threat posture, duties of the port security personnel, a communication plan, and responses to security threats, incidents and breaches (Port Facility Security Plan, 2019).
Based on discussions earlier in this course, I believe we have improved our port security operations, but they can stand to be further strengthened.
-Heath
Source(s):
Port Facility .
Please find the attached.Task 1 - In 150 words comment on att.docxARIV4
Please find the attached.
Task 1 : - In 150 words comment on attached two presentations reflecting on your own experience, challenging assumptions, pointing out something new you learned, and offering suggestions.
Task2 : - Write an essay of at least 450 words discussing discussing how a blockchain implementation would improve data security in a military, education, or other context.
.
Please draw primarily from this weeks readings (and use additio.docxARIV4
Please draw primarily from this week's readings (and use additional outside sources as needed) to address each of the following questions:
1. What are some of the biggest benefits of a globalized economy? What are some of the biggest problems?
2. Choose two of the international political economy (IPE) theories discussed in the lesson and compare/contrast how each views the relationship between economic interdependence and peace.
Post needs to be 400 words
.
Please explain the reoccurring theme (sub-textual idea) of blin.docxARIV4
Please explain the reoccurring theme (sub-textual idea) of "blindness" in the play Oedipus. What was the reason behind it? Use examples from the play to support your answer.
Be as complete as possible (1-2 paragraphs)
the play is in the attachment.
.
Please fill the attached Self-Assessment Surveys (TWO) and calcula.docxARIV4
Please fill the attached Self-Assessment Surveys (TWO) and calculate your score according to the instruction after each survey. These are personal assessments and I want you to be as honest as possible, rather than worry about what I am going to think.
1. AM I A DELIBERATE DECISION MAKER?
Indicate to what extent the following statements describe you when you make decisions.
1 = to a very little extent; 2 = to a little extent; 3 = somewhat; 4 = to a large extent; 5 = to a very large extent
1
2
3
4
5
1. I jump into things without thinking.
2. I make rash decisions.
3. I like to act on a whim.
4. I rush into things.
5. I don’t know why I do some of the things I do.
6. I act quickly without thinking.
7. I choose my words with care.
Instructions:
To score the measure, first reverse-code items 1, 2, 3, 4, 5, and 6. So that 1=5, 2=4, 3=3, 4=2, and 5=1. Then compute the sum of the 7 items. Scores will range from 7 to 35.
Interpretation
People differ in how they make decisions. Some people prefer to collect information, carefully weigh alternatives, and then select the best option, while others prefer to make a choice as quickly as possible.
This scale assesses how deliberate you are when making decisions. If you scored at or above 28, you tend to be quite deliberate. If you scored at or below 14, you tend to be rash. Scores between 14 and 27 reveal a more blended style of decision making.
How should decisions be made? The rational model states that individuals should define the problem, identify what criteria are relevant to making the decision and weigh those criteria according to importance, develop alternatives, and finally evaluate and select the best alternative. Though this sounds like an arduous process, research has shown that the rational model tends to result in better decisions.
Interestingly, personality is related to a person’s decision-making style. Individuals who are deliberate and decisive tend to be high in emotional stability and high in conscientiousness, while individuals who are more impulsive tend to be low on these two traits. Thus, while your decision-making style is likely to be somewhat stable, following the rational model should help you to avoid making rash decisions.
2. HOW CREATIVE AM I?
Review the 30 adjectives that follow. Being honest and forthright with your answers, identify only those items that accurately describe you.
1. Affected
2. Capable
3. Cautious
4. Clever
5. Commonplace
6. Confident
7. Conservative
8. Conventional
9. Dissatisfied
10. Egotistical
11. Honest
12. Humorous
13. Individualistic
14. Informal
15. Insightful
16. Intelligent
17. Inventive
18. Mannerly
19. Narrow Interests
20. Original
21. Reflective
22. Resourceful
23. Self-confident
24. Sexy
25. Sincere
26. Snobbish
27. Submissive
28. Suspicious
29. Unconventional
30. Wide Interests
Instructions:
The score was calculated by adding 1 point if you descr.
Please explain the rules of the calling program (Caller Rules).docxARIV4
Please explain the rules of the calling program (Caller Rules)?
What is the differences between or an xor? Why would you use either of these conditions?
What is the Hanoi Puzzle? Why does it relate to a stack?
Why is the purpose of creating jumps?
.
Please follow directions to receive all possible points!!The int.docxARIV4
Please follow directions to receive all possible points!!
The introduction to your project should be at least one paragraph and should introduce the readers to the topic that you have chosen and why you are interested in researching that topic. Include an introductory sentence that draws readers into the subject matter of paper. (Prostitution)
The conclusion should be at least one paragraph and should wrap up what was covered in the paper.
.
Please follow instructions A blanch interpersonal record attached..docxARIV4
*Please follow instructions: A blanch interpersonal record attached.
*All information should be on Interpersonal record.
*Two pages-Only-for each week. A total of three weeks log.
* A total of six pages. Have different dates on each week.
*The student will choose a child in the community of approximately 2 ½ years of age to 4 years of age to interact with on an ongoing basis.
* There must be an opportunity to do at least one home visit and interact with primary caregiver and family.
*A genogram and cultural assessment will be included with the theory paper, based on this experience.
*Logs will be kept of time of interaction, verbatim interactions and
*analysis with a classical theorist: Freud, Erickson, Klein, Sullivan, Peplau, etc. *Using a different theorist on each log may provide the student with exposure to many ways of looking at behaviors. Logs will be submitted weekly.
Clinical Requirements:
1. Choose a child- (Make it up) 2 1/2 -4 years
2. Make at least one home visit and interact with primary caregiver, family.
3. Construct a genogram.
4. Include a cultural assessment of family.
5. Maintain a log of time, verbatim interactions, and submit monthly.
6. Perform a Denver Developmental Survey with Child.
.
Please explain how you have met various BSN Essentials for each cour.docxARIV4
Please explain how you have met various BSN Essentials for each course listed below based on the completion of various course assignments and/ or clinical practice experiences. I have attached the BSN essentials as well as a course description for each course. The paper needs to be 3 pages discussing a bit about each class.
3 pages minimum
12 Point Font (Times New Roman)
Care Management IV-
Course Description: Nursing care management of patients with chronic and complex physiological and/or psychological health issues, as well as conditions associated with selected high risk, high cost, and emergent conditions that are treated in intensive care, emergency, and/or trauma settings. Proficiency is acquired in the classroom and while working in various settings that may include acute care, long-term care, home health, hospice, and substance abuse/mental health settings. Prioritization of access to care and available resources is emphasized, as is development of the nurse as a leader of the interprofessional care management team.
Professional Nursing III-
This course introduces the development of a professional nurse. Subject matter will include nursing history, nursing theories, models of practice, various venues of practice, and roles of a professional nurse. Effective communication as a professional nurse will be addressed. Pre-licensure BSN course
Leadership-
Focuses on concepts, principles, and theories of leadership, management, role development and administration in a variety of culturally diverse health care delivery systems at local, regional, national and global levels. Skills required b the professional nurse leader, including delegation of responsibilities, networking, facilitation of groups, conflict resolution, case management, collaboration, budgeting, cost effectiveness and resource allocation, risk management, quality and performance indicators, teaching and professional development are emphasized and applied in relevant settings.
Mental Health-
This course evaluates the biological-behavioral concepts, therapeutic communication, and standards of practice for the care of psychiatric mental health nursing situations. Critical thinking and evidenced-based practice guides nursing responses toward effective stabilization and long-term maintenance strategies for an improved quality of life within the community. Legal, ethical, cultural, and developmental considerations are integrated into patient and family-centered care.
.
Please explain how you have met various Bachelor of Science in Nur.docxARIV4
Please explain how you have met various Bachelor of Science in Nursing (BSN) Essentials for each course listed below based on the completion of various course assignments and/ or clinical practice experiences. I have attached the BSN essentials as well as a course description for each course. The paper needs to be 1.5 pages discussing a bit about each class. The description of each class is listed below along with an explanation of each BSN essential. Utilize as many essential key point as possible for each course listed. USING APA FORMAT AND PROVIDE PLAGIARISM CHECK.
1.5 pages
12 Point Font (Times New Roman)
Care Management I (Fundamentals of Nursing)
Course Description: This course introduces classic nursing principles that underpin future clinical practice. Principles include such things as comfort measures, assistance with daily living activities, environmental concerns, positioning and transporting, asepsis and sterile technique, medication administration, intrusive therapies and use of the nursing process with particular emphasis on the intervention component. The majority of the theoretical information is provided through an online environment. Concepts related to nursing fundamentals and nursing care is integrated throughout the course. The campus laboratory and clinical settings will afford practical experience in application of the principles and skills taught in the theory portion of this class.
Professional Nursing I&II
Course Description: The course focuses on nursing as a caring profession, nurse's roles and functions, ethics, standards, legal aspects, holism, wellness, health care delivery, communication, teaching/learning, critical thinking, and the nursing process (ADPIE) -Assessment, Diagnosis, Planning, Intervention, and Evaluation.
Quality and Safety
Course Description and Objectives: A. Analyze quality initiatives to improve health outcomes in healthcare settings. B. Compare and contrast quality improvement models appropriate for advanced nursing roles in healthcare settings. C. Use principles of a just culture and high reliability to analyze errors in healthcare delivery. D. Select appropriate evidence-based plans using trend analysis and quantification of quality and safety outcomes. E. Promote a professional environment to include accountability and high-level communication skills when participating in peer review, advocating for patients and families, reporting errors, and writing for the nursing profession. F. Encourage the integration of health care services within healthcare settings to affect safety and quality of care by improving patient outcomes and reducing fragmentation of care.
Pathophysiology
Course Description: This course focuses on the pathophysiology of common disease conditions affecting human beings across the lifespan. Content builds on basic anatomy and physiology, microbiology, and chemistry content obtained from earlier courses.
Physical Assessment
Course Description: This course builds fro.
Please DiscussWhat are host-based, client-based, client-serv.docxARIV4
Please Discuss
What are host-based, client-based, client-server, cloud-based application architectures
how the Web works
how email works
Explain any Peer-to-peer application example such as Napster, BitTorrent, etc
Pick at least
Two
from the following topics:
HTTP
POP
SMTP
IMAP
MIME
MPEG
SaaS
HaaS
PaaS
IaaS
H.323
Provide with example, showing the history, and the purpose of using each of these topics.
.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
Thinking of getting a dog? Be aware that breeds like Pit Bulls, Rottweilers, and German Shepherds can be loyal and dangerous. Proper training and socialization are crucial to preventing aggressive behaviors. Ensure safety by understanding their needs and always supervising interactions. Stay safe, and enjoy your furry friends!
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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Training: ISO/IEC 27001 Information Security Management System - EN | PECB
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This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
Mine topics Gander roles in family The annotated bibliography .docx
1. Mine topics : Gander roles in family
The annotated bibliography should include the following: *Each
entry should be ~1 page.
a. Citation in APA at the top
b. Summary of article
c. Critique of article
d. Any meaningful quotation for your project
e. Keywords
1. The Relationship Between Perceived Family Support
and Depressive Symptoms in Adolescence: What
is the Moderating Role of Coping Strategies and Gender?
https://link.springer.com/article/10.1007%2Fs10597-017-0087-x
Hickey, E., Fitzgerald, A., & Dooley, B. (2017). The
Relationship Between Perceived Family Support and Depressive
Symptoms in Adolescence: What is the Moderating Role of
Coping Strategies and Gender?. 53(4), 474-481.
doi:10.1007/s10597-017-0087-x
2. Work-Family Conflict and Self-Rated Health: the Role of
Gender and Educational Level.
Baseline Data from the Brazilian Longitudinal Study of Adult
Health (ELSA-Brasil).
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4863030/
Griep, R., Toivanen, S., Diepen, C., Guimarães, J., Camelo, L.,
Juvanhol, L., & ... Chor, D. (2016). Work-Family Conflict and
Self-Rated Health: the Role of Gender and Educational Level.
Baseline Data from the Brazilian Longitudinal Study of Adult
Health (ELSA-Brasil). International Journal Of Behavioral
Medicine, 23(3), 372-382. doi:10.1007/s12529-015-9523-x
3. Farming, identity and well-being: managing changing gender
roles within Western European farm families.
2. Shortall, S. (2014). Farming, identity and well-being: managing
changing gender roles within Western European farm families.
Anthropological Notebooks, 20(3), 67-81.
http://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=we
b&cd=1&ved=0ahUKEwjYmvuXw8PWAhVmImMKHfoGCTUQ
FggoMAA&url=http%3A%2F%2Fpure.qub.ac.uk%2Fportal%2Ff
iles%2F14422038%2FAnthropological_Notebooks_XX_3_Short
all.pdf&usg=AFQjCNG4VL5qGCbHtwrG3D5Fs-y6cxFSYw
4. Contextual Influences on Work and Family Roles: Gender,
Culture, and Socioeconomic Factors.
Perrone-McGovern, K. M., Wright, S. L., Howell, D. S., &
Barnum, E. L. (2014). Contextual Influences on Work and
Family Roles: Gender, Culture, and Socioeconomic Factors.
Career Development Quarterly, 62(1), 21-28.
doi:10.1002/j.2161-0045.2014.00067.x
https://www.researchgate.net/publication/260604716_Contextua
l_Influences_on_Work_and_Family_Roles_Gender_Culture_and
_Socioeconomic_Factors
5. Attachment and sensitivity in family context: the roles of
parent and infant gender.
Schoppe-Sullivan, S. J., Diener, M. L., Mangelsdorf, S. C.,
Brown, G. L., McHale, J. L., & Frosch, C. A. (2006).
Attachment and sensitivity in family context: the roles of parent
and infant gender. Infant & Child Development, 15(4), 367-385.
doi:10.1002/icd.449
https://www.researchgate.net/publication/229612287_Attachme
nt_and_sensitivity_in_family_context_The_roles_of_parent_and
_infant_gender
12
HRM in the Local Context: