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Overview of the CTA project: ''Climate change solutions that work for farmers'' in ACP countries.
by Dr Ajayi, Oluyede
Senior Programme Coordinator, Agricultural and Rural Development Policy at the Technical Centre for Agricultural and Rural Cooperation (CTA)
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Overview of the CTA project: ''Climate change solutions that work for farmers'' in ACP countries.
by Dr Ajayi, Oluyede
Senior Programme Coordinator, Agricultural and Rural Development Policy at the Technical Centre for Agricultural and Rural Cooperation (CTA)
Diptee Joshi, Marketing Manager at Pelf Infotech Private Limited, provides highlights and focus areas from their marketing activities. Offline CAD and multi-product events generated 22% leads and 60% top line cases from 150 total attendees over 14 events. Online activities like paid search, social media, and SEO resulted in 2 closures. Beyond digital and offline channels, Pelf also participates in environmental event days. Going forward, Pelf will focus on content creation, lead nurturing, and maximizing lead generation and closures through social networking and blogging.
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La lógica es el estudio formal de la demostración y la inferencia. Tradicionalmente era una rama de la filosofía, pero desde finales del siglo XIX se ha relacionado estrechamente con las matemáticas dando lugar a la lógica matemática. Estudia el razonamiento para determinar si es correcto basándose en la relación entre afirmaciones, no en su contenido.
Here you will find further detailed information from the Interim Financial Report as of August 06, 2015. Including:
Executive summary
Financial review
Outlook and guidance
Este documento ofrece una guía sobre los aspectos básicos de marketing que todo creativo debería conocer, incluyendo información sobre el producto, las necesidades y deseos de los consumidores, el mercado, la competencia y más. Además, explica la importancia de desarrollar una estrategia creativa concisa que establezca objetivos claros y sirva de guía para el desarrollo de las piezas publicitarias.
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The KLCI index gained 1.83 points to close at 1725.56 points. Trading volume decreased compared to the previous day. Leading movers were telecom and utility stocks while lagging movers included finance and consumer stocks. The market ended higher on bargain hunting despite losses in Wall Street overnight.
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This document provides information about employee performance appraisal forms, including the process for conducting performance appraisals and different performance appraisal methods. It outlines 6 main steps for the performance appraisal process: 1) attend leadership training, 2) provide ongoing feedback, 3) review employee personnel files, 4) draft comments on past performance, 5) choose an appraisal method, and 6) conduct the appraisal meeting. It then describes 6 common performance appraisal methods: ranking, rating scales, checklist, critical incidents, essay, and behaviorally anchored rating scales. Finally, it lists additional topics related to performance appraisals.
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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.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
The simplified electron and muon model, Oscillating Spacetime: The Foundation...RitikBhardwaj56
Discover the Simplified Electron and Muon Model: A New Wave-Based Approach to Understanding Particles delves into a groundbreaking theory that presents electrons and muons as rotating soliton waves within oscillating spacetime. Geared towards students, researchers, and science buffs, this book breaks down complex ideas into simple explanations. It covers topics such as electron waves, temporal dynamics, and the implications of this model on particle physics. With clear illustrations and easy-to-follow explanations, readers will gain a new outlook on the universe's fundamental nature.
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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.
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This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
Pollock and Snow "DEIA in the Scholarly Landscape, Session One: Setting Expec...
Performance appraisal standards
1. Performance appraisal standards
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I. Contents of getting performance appraisal standards
==================
Setting employee performance standards, and then monitoring employee progress, are important
to the development of your staff, according to the University of California at Berkeley Human
Resources Department. A manager should work with the employee to develop a set of standards
that both parties understand and can commit to. When employees participate in creating their
own performance standards, they have an increased feeling of responsibility for reaching, and
even exceeding, those standards.
Step 1
Review the job description with the employee, and discuss what sort of measurable goals the
employee should set. A standard needs to be measurable so you have something to compare the
performance to from year to year. It also enables you to compare one employee's performance
with another employee's performance in the same position. Measurable goals could be an
increase in revenue in the case of salespeople; inbound or outbound accounting activity in the
case of accounts payable and receivable staff; or per unit productivity in the case of a
manufacturing or production job.
Step 2
Analyze any historical data available on the performance goals you have set, and then begin
creating performance goals based on the historical data. Use monthly averages to help create the
numbers you will begin with.
Step 3
2. Determine what kind of progress you would like to see the employee achieve, and then place a
number on that progress. For example, you may want a salesperson to have a 10 percent increase
in revenue for the coming year, or you may want to see a production employee raise his per unit
number by 20 percent.
Step 4
Apply your increase to the average numbers, and then develop a per month schedule of standards
based on your data. Remember your numbers will more than likely be cyclical. That means
certain months are historically more productive than others. Use that historical cycle when
creating a performance standards criteria.
Step 5
Implement the performance standards and then schedule a meeting for the beginning of each
month with the employee to discuss the standards. Offer advice on how to improve performance,
and keep a record of each meeting to be used at the annual performance review.
==================
III. Performance appraisal methods
1.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
i. Employees are ranked according to their performance
levels.
ii. It is easier to rank the best and the worst employee.
Limitations of Ranking Method
i. The “whole man” is compared with another “whole man”
in this method. In practice, it is very difficult to compare
individuals possessing various individual traits.
ii. This method speaks only of the position where an
employee stands in his group. It does not test anything
about how much better or how much worse an employee
3. is when compared to another employee.
iii. When a large number of employees are working, ranking
of individuals become a difficult issue.
iv. There is no systematic procedure for ranking individuals
in the organization. The ranking system does not eliminate
the possibility of snap judgements.
2. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages – Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages – Rater’s biases
3. Checklist method
Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages – economy, ease of administration, limited
training required, standardization. Disadvantages – Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings
4. Critical Incidents Method
4. The approach is focused on certain critical behaviors of
employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages – Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages – Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.
5. Essay Method
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage – It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages – It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.
6. Behaviorally Anchored Rating Scales
statements of effective and ineffective behaviors
determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages – helps overcome rating
errors. Disadvantages – Suffers from distortions
inherent in most rating techniques.