Pauline Masseus
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Pauline Masseus is currently interning at SPIE as a communications officer in human resources while pursuing a Master's degree in Event Marketing and Cultural Communication. She has a background in human resources and communications from previous roles. Her integration at SPIE went smoothly with an induction course to meet colleagues and regular guidance from her manager. As an intern, her responsibilities include developing HR social media to promote SPIE's employer brand, raising the profile of female employees and diversity initiatives, and updating the company intranet to keep employees informed.
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Question
Views of Human Resource Development
In the textbook, two main views of human resource development are examined. Discuss the similarities and differences between the views of performance-based and developmental HRD. Answer the questions: Which view do you believe is more relevant to your organization. Why?
Use this week’s lecture as a basis for your post. Reference and cite the textbook in your original post.
Respond to at least two of your classmates’ posts.
Respond to Rosa Hernandez post below
Hello Class,
The views observed in the organization I am in are mostly in developmental Human Resources Development. Our text indicates that performance-based human resources development is related to human capital theory, in which looks at the organization's profit and competitive advantages as the measures of success, it examines each and every individual within an organization to its bottom line in alignment to the business metrics logics (Kopp, 2014). The similarities in performance-based and human resources development (HRD) that both require the cost of training, investing in the individuals in an organization that will help in the growth of productivity and measurements of intangible assets (Kopp, 2014). The differences are that performance-based focuses mostly on the profitability of the organization in contrast to the interest of the employees instead viewed as dehumanizing the individuals from the organization. HRD focuses in developing the employees in training the employees, in which are considered the assets of the organization by providing on the job training (OJT) in the workplace so they can perform their jobs effectively (Kopp, 2014).
HRD is more relevant to my organization because employees still meet their goals and work less under a stressful environment of performance-based management in which the company gets to keep their employees and continue providing them refresher training and actualize them with newer information. Performance-based, the company will keep losing employees after spending thousands of dollars in training because perhaps they didn’t have a good quarter or end of month attainability. HRD is more humane to employees and it shows as the company cares for the employees. Also, employees would want to work more for a company whose less frictional in performance-based that all they talk about is numbers and there is no personable approach from their leadership.
Reference:
Kopp, D. M. (2014). Human resource development: Performance improvement through learning [Electronic version]. Retrieved from https://ashford.content.edu
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The resemblances among the opinions of performance-based and developmental human resources are the education and growth of workers. Workers that achieve well are typically the outcome of improvement and expansion. Performance-based personnel is just ...
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一比一原版(SFU毕业证)西蒙弗雷泽大学毕业证如何办理
SFU硕士毕业证成绩单【微信95270640】《西蒙弗雷泽大学毕业证书原版制作SFU成绩单》【Q微信95270640】《仿制SFU毕业证成绩单西蒙弗雷泽大学学位证书pdf电子图》，A.为什么留学生需要操作留信认证?
留信认证全称全国留学生信息服务网认证,隶属于北京中科院。①留信认证门槛条件更低,费用更美丽,并且包过,完单周期短,效率高②留信认证虽然不能去国企,但是一般的公司都没有问题,因为国内很多公司连基本的留学生学历认证都不了解。这对于留学生来说,这就比自己光拿一个证书更有说服力,因为留学学历可以在留信网站上进行查询!
B.为什么我们提供的毕业证成绩单具有使用价值？
查询留服认证是国内鉴别留学生海外学历的唯一途径，但认证只是个体行为，不是所有留学生都操作，所以没有办理认证的留学生的学历在国内也是查询不到的，他们也仅仅只有一张文凭。所以这时候我们提供的和学校颁发的一模一样的毕业证成绩单，就有了使用价值。
实体公司，专业可靠，办理加拿大毕业证|办美国成绩单|做德国文凭学历认证|办新西兰学位证，办澳洲文凭认证，办留信网认证（网上可查，实体公司，专业可靠）铸就十年品质！信誉！实体公司！
[留学文凭学历认证(留信认证使馆认证)西蒙弗雷泽大学毕业证成绩单毕业证证书大学Offer请假条成绩单语言证书国际回国人员证明高仿教育部认证申请学校等一切高仿或者真实可查认证服务。
多年留学服务公司,拥有海外样板无数能完美1:1还原海外各国大学degreeDiplomaTranscripts等毕业材料。海外大学毕业材料都有哪些工艺呢？工艺难度主要由：烫金.钢印.底纹.水印.防伪光标.热敏防伪等等组成。而且我们每天都在更新海外文凭的样板以求所有同学都能享受到完美的品质服务。
国外毕业证学位证成绩单办理方法：
1客户提供办理西蒙弗雷泽大学西蒙弗雷泽大学毕业证假文凭信息：姓名生日专业学位毕业时间等（如信息不确定可以咨询顾问：我们有专业老师帮你查询）；
2开始安排制作毕业证成绩单电子图；
3毕业证成绩单电子版做好以后发送给您确认；
4毕业证成绩单电子版您确认信息无误之后安排制作成品；
5成品做好拍照或者视频给您确认；
6快递给客户（国内顺丰国外DHLUPS等快读邮寄）
— — — — 我们是挂科和未毕业同学们的福音我们是实体公司精益求精的工艺！ — — — -
一真实留信认证的作用(私企外企荣誉的见证):
1：该专业认证可证明留学生真实留学身份同时对留学生所学专业等级给予评定。
2：国家专业人才认证中心颁发入库证书这个入网证书并且可以归档到地方。
3：凡是获得留信网入网的信息将会逐步更新到个人身份内将在公安部网内查询个人身份证信息后同步读取人才网入库信息。
4：个人职称评审加20分个人信誉贷款加10分。
5：在国家人才网主办的全国网络招聘大会中纳入资料供国家500强等高端企业选择人才。娃没到过没资格跟小伙伴们争论在山娃的记忆深处只有过年时父亲才会在家呆上三五天无奈相聚的时光总是太短太匆忙记得今年正月就在父亲扛起蛇皮袋将要跨出门槛的一刹那山娃突然抱紧父亲的大腿嚎啕大哭父亲吃力地掰开山娃的手哽咽道山娃好好听话好好念书到了暑假爸也接你进城爸的城好远好大好美山娃于是天天扳着手指算计着读书也格外刻苦无奈时间总过得太慢太慢每次父亲往家打电话山娃总抢着接听一个劲地提醒父亲别忘了正月说的话电涌
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Question
Views of Human Resource Development
In the textbook, two main views of human resource development are examined. Discuss the similarities and differences between the views of performance-based and developmental HRD. Answer the questions: Which view do you believe is more relevant to your organization. Why?
Use this week’s lecture as a basis for your post. Reference and cite the textbook in your original post.
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Respond to Rosa Hernandez post below
Hello Class,
The views observed in the organization I am in are mostly in developmental Human Resources Development. Our text indicates that performance-based human resources development is related to human capital theory, in which looks at the organization's profit and competitive advantages as the measures of success, it examines each and every individual within an organization to its bottom line in alignment to the business metrics logics (Kopp, 2014). The similarities in performance-based and human resources development (HRD) that both require the cost of training, investing in the individuals in an organization that will help in the growth of productivity and measurements of intangible assets (Kopp, 2014). The differences are that performance-based focuses mostly on the profitability of the organization in contrast to the interest of the employees instead viewed as dehumanizing the individuals from the organization. HRD focuses in developing the employees in training the employees, in which are considered the assets of the organization by providing on the job training (OJT) in the workplace so they can perform their jobs effectively (Kopp, 2014).
HRD is more relevant to my organization because employees still meet their goals and work less under a stressful environment of performance-based management in which the company gets to keep their employees and continue providing them refresher training and actualize them with newer information. Performance-based, the company will keep losing employees after spending thousands of dollars in training because perhaps they didn’t have a good quarter or end of month attainability. HRD is more humane to employees and it shows as the company cares for the employees. Also, employees would want to work more for a company whose less frictional in performance-based that all they talk about is numbers and there is no personable approach from their leadership.
Reference:
Kopp, D. M. (2014). Human resource development: Performance improvement through learning [Electronic version]. Retrieved from https://ashford.content.edu
Respond to Lisa Puffenbarger post below
The resemblances among the opinions of performance-based and developmental human resources are the education and growth of workers. Workers that achieve well are typically the outcome of improvement and expansion. Performance-based personnel is just ...
My reflection paper
The intern worked at Pennsylvania American Water, a water utility company, and addressed four competencies - thinking, communication, teamwork, and information literacy. These competencies aligned with what the intern's university, Harrisburg University, emphasizes.
For the critical thinking competence, the intern solved problems like finding pictures for a brochure and differentiating goals for various projects. The communication competence involved effectively communicating with others during meetings and conferences to understand expectations.
The teamwork competence had the intern collaborating with others on gift bags for an executive reception. Information literacy allowed the intern to evaluate and use content shared by supervisors and coworkers to develop training materials.
JCI Blog SEPTEMBER2011
The document discusses the author's career experience developing people and their move to a role as a Business Consultant with Thomas International. As a consultant, the author helps clients assess their employees using Thomas International's Personal Profile Analysis (PPA) and other tools. The PPA provides insights into an individual's work behaviors and preferences using four factors: Dominance, Influence, Steadiness, and Compliance. The author provides PPA assessments to help individuals and organizations understand behaviors and suitability for different roles or on teams.
WT_FinalReport
Hannah Scott completed a cooperative education internship with the Workforce Engagement and Transformation office at the Michigan Department of Community Health. She assisted with various projects including observing Lean Process Improvement workshops, drafting training materials, coordinating communications campaigns, and event planning. Hannah gained experience in communication, project management, and dealing with challenges. She felt her supervisor and the WT team provided excellent mentorship and support during the internship. The experience helped Hannah better understand her career goals in mass communication.
My reflection paper
Jeremiah Mitchell completed an internship at Pennsylvania American Water, a water utility company. He addressed four competencies during his internship - critical thinking, communication, teamwork and collaboration, and information literacy. These competencies aligned with the skills taught at Harrisburg University.
As an example, Mitchell used critical thinking to find pictures of company executives for a brochure by listening to needs and drawing conclusions. He communicated effectively with others to understand expectations and collaborate on projects like developing training materials. Working as a team, Mitchell researched gift options for an executive reception. Information literacy allowed him to evaluate shared content and perform tasks like creating e-learning modules. In conclusion, each competence helped Mitchell successfully perform his internship duties
The Recruitment Awards 2015 (Liz Thompson Human Resources)
Liz Thompson Human Resources (LTHR) specializes in recruiting HR professionals across Yorkshire. Liz started the business in 2004 after gaining experience in HR departments and recruitment agencies. She focuses on being candidate-driven to find the perfect match rather than pressuring clients. LTHR won an award for HR Recruitment Specialists, which Liz attributes to their culture of honesty and listening to client needs.
Prototype
The document describes prototypes for helping university students transition to the workforce. The first prototype involved role-playing an outplacement service where the student worked on their resume, interview skills, and career goals. The student found the corporate meeting room intimidating at first but appreciated the feedback. For future iterations, the document suggests using a more informal setting for the introductory session.
The second prototype was a paper-based online community for students, advisors, and employers to connect. Informal testing found students preferred independence from social media sites but were open to using existing job sites.
The document recommends further discussions with universities and online employment communities to understand demand for such transition support services.
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3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Resumes, Cover Letters, and Applying Online
This webinar showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include. Every job application requires unique skills so learn ways to give you the best chance of success when applying for a new position. Learn how to take advantage of all the features when uploading a job application to a company’s applicant tracking system.
'Guidance and counselling- role of Psychologist in Guidance and Counselling.
It is about role of Psychologist in Guidance and Counselling.
A Guide to a Winning Interview June 2024
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
原版制作(RMIT毕业证书)墨尔本皇家理工大学毕业证在读证明一模一样
学校原件一模一样【微信：741003700 】《(RMIT毕业证书)墨尔本皇家理工大学毕业证在读证明》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
一比一原版(UVic毕业证)维多利亚大学毕业证如何办理
UVic毕业证成绩单【微信95270640】《如何办理UVic毕业证维多利亚大学文凭学历》【Q微信95270640】《维多利亚大学文凭学历证书》《维多利亚大学毕业证书与成绩单样本图片》毕业证书补办 Fake Degree做学费单《毕业证明信-推荐信》成绩单，录取通知书，Offer，在读证明，雅思托福成绩单，真实大使馆教育部认证，回国人员证明，留信网认证。网上存档永久可查！
如果您是以下情况，我们都能竭诚为您解决实际问题：【公司采用定金+余款的付款流程，以最大化保障您的利益，让您放心无忧】
1、在校期间，因各种原因未能顺利毕业，拿不到官方毕业证+微信95270640
2、面对父母的压力，希望尽快拿到维多利亚大学维多利亚大学毕业证成绩单；
3、不清楚流程以及材料该如何准备维多利亚大学维多利亚大学毕业证成绩单；
4、回国时间很长，忘记办理；
5、回国马上就要找工作，办给用人单位看；
6、企事业单位必须要求办理的；
面向美国乔治城大学毕业留学生提供以下服务:
【★维多利亚大学维多利亚大学毕业证成绩单毕业证、成绩单等全套材料，从防伪到印刷，从水印到钢印烫金，与学校100%相同】
【★真实使馆认证（留学人员回国证明），使馆存档可通过大使馆查询确认】
【★真实教育部认证，教育部存档，教育部留服网站可查】
【★真实留信认证，留信网入库存档，可查维多利亚大学维多利亚大学毕业证成绩单】
我们从事工作十余年的有着丰富经验的业务顾问，熟悉海外各国大学的学制及教育体系，并且以挂科生解决毕业材料不全问题为基础，为客户量身定制1对1方案，未能毕业的回国留学生成功搭建回国顺利发展所需的桥梁。我们一直努力以高品质的教育为起点，以诚信、专业、高效、创新作为一切的行动宗旨，始终把“诚信为主、质量为本、客户第一”作为我们全部工作的出发点和归宿点。同时为海内外留学生提供大学毕业证购买、补办成绩单及各类分数修改等服务；归国认证方面，提供《留信网入库》申请、《国外学历学位认证》申请以及真实学籍办理等服务，帮助众多莘莘学子实现了一个又一个梦想。
专业服务，请勿犹豫联系我
如果您真实毕业回国，对于学历认证无从下手，请联系我，我们免费帮您递交
诚招代理：本公司诚聘当地代理人员，如果你有业余时间，或者你有同学朋友需要，有兴趣就请联系我
你赢我赢，共创双赢
你做代理，可以帮助维多利亚大学同学朋友
你做代理，可以拯救维多利亚大学失足青年
你做代理，可以挽救维多利亚大学一个个人才
你做代理，你将是别人人生维多利亚大学的转折点
你做代理，可以改变自己，改变他人，给他人和自己一个机会嘿的笑连连说记得记得但别忘了拿奖状进城啊考试一结束山娃就迫不及待地给父亲挂电话：爸我拿奖了三好学生接我进城吧父亲果然没有食言第二天就请假回家接山娃离开爷爷奶奶的那一刻山娃又伤心得泪如雨下宛如军人奔赴前线般难舍和悲壮卧空调大巴挤长蛇列车山娃发现车上挤满了叽叽喳喳的同龄人皆一脸惊喜地四处瞅山娃不认识他们也无暇去套近乎一味地跟着父亲昼夜兼程第二天凌晨就辗转到了父亲的城哇父亲的城真的好大好美哟走出广州火父
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