This document discusses key performance indicators (KPIs) for security consultants. It provides steps to create KPIs for security consultants, including defining objectives, identifying key result areas and tasks, and determining methods to measure results. The document cautions against creating too many KPIs and notes that KPIs should be linked to strategy and empower employees. It also lists different types of KPIs and provides resources for additional KPI materials.
The document provides information on performance evaluation methods for junior consultants. It discusses 12 common methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and checklist and weighted checklist method. For each method, it provides a definition and overview, as well as examples of advantages and disadvantages. The document aims to outline effective approaches for evaluating junior consultant performance.
This document outlines the steps for conducting a literature review on the topic of learning objectives for a nursing student's research project. It begins by defining a literature review as a body of text that aims to review critical knowledge on a research topic based on prior published work. The importance and purpose of literature reviews are described as focusing previous research, identifying gaps to be addressed, and establishing the necessity and boundaries of the study. The document then discusses primary and secondary sources of literature, as well as common types of literature reviews. Finally, it provides the steps for conducting a literature review, including creating an annotated bibliography, organizing sources thematically, integrating written sections, and relating all parts to the overall theme.
This document provides an overview of evidence-informed decision making and critical appraisal for nursing practice. It defines evidence-informed decision making and its importance for nursing. It also outlines the steps of evidence-informed decision making including formulating a focused, answerable question using PICO/PICOT, searching for and collecting the best evidence, and critically appraising the literature. Criteria for critically appraising different study designs are discussed, including intervention studies. The importance of critical appraisal for nursing practice, policy, and research is emphasized.
This document provides an overview of key concepts in research methodology, including:
1) It describes the basic steps in the research process, including defining the research question, reviewing literature, choosing a study design, data analysis, and dissemination.
2) Common study designs like randomized controlled trials, cohort studies, and case-control studies are explained.
3) Key aspects of developing a research question like making it feasible, interesting, novel, and relevant are outlined.
4) The importance of choosing an appropriate study design to answer the research question is emphasized.
This document discusses various methods for collecting data in research studies. It describes primary and secondary data sources as well as different techniques for gathering data, such as interviews, questionnaires, observation, and record analysis. For each method, it outlines both advantages and disadvantages. A variety of factors must be considered when selecting data collection methods, such as the nature of the phenomenon being studied, the type of research subjects, and available resources. Proper planning is important to ensure accurate and reliable collection of the necessary data.
This document discusses key performance indicators (KPIs) for security consultants. It provides steps to create KPIs for security consultants, including defining objectives, identifying key result areas and tasks, and determining methods to measure results. The document cautions against creating too many KPIs and notes that KPIs should be linked to strategy and empower employees. It also lists different types of KPIs and provides resources for additional KPI materials.
The document provides information on performance evaluation methods for junior consultants. It discusses 12 common methods: management by objectives, critical incident method, behaviorally anchored rating scales, behavioral observation scales, 360 degree appraisal, and checklist and weighted checklist method. For each method, it provides a definition and overview, as well as examples of advantages and disadvantages. The document aims to outline effective approaches for evaluating junior consultant performance.
This document outlines the steps for conducting a literature review on the topic of learning objectives for a nursing student's research project. It begins by defining a literature review as a body of text that aims to review critical knowledge on a research topic based on prior published work. The importance and purpose of literature reviews are described as focusing previous research, identifying gaps to be addressed, and establishing the necessity and boundaries of the study. The document then discusses primary and secondary sources of literature, as well as common types of literature reviews. Finally, it provides the steps for conducting a literature review, including creating an annotated bibliography, organizing sources thematically, integrating written sections, and relating all parts to the overall theme.
This document provides an overview of evidence-informed decision making and critical appraisal for nursing practice. It defines evidence-informed decision making and its importance for nursing. It also outlines the steps of evidence-informed decision making including formulating a focused, answerable question using PICO/PICOT, searching for and collecting the best evidence, and critically appraising the literature. Criteria for critically appraising different study designs are discussed, including intervention studies. The importance of critical appraisal for nursing practice, policy, and research is emphasized.
This document provides an overview of key concepts in research methodology, including:
1) It describes the basic steps in the research process, including defining the research question, reviewing literature, choosing a study design, data analysis, and dissemination.
2) Common study designs like randomized controlled trials, cohort studies, and case-control studies are explained.
3) Key aspects of developing a research question like making it feasible, interesting, novel, and relevant are outlined.
4) The importance of choosing an appropriate study design to answer the research question is emphasized.
This document discusses various methods for collecting data in research studies. It describes primary and secondary data sources as well as different techniques for gathering data, such as interviews, questionnaires, observation, and record analysis. For each method, it outlines both advantages and disadvantages. A variety of factors must be considered when selecting data collection methods, such as the nature of the phenomenon being studied, the type of research subjects, and available resources. Proper planning is important to ensure accurate and reliable collection of the necessary data.
A typology of reviews: an analysis of 14 review types and associated methodol...Farhad Fatehi
A summary of different types of review studies based on:
Grant MJ, Booth A (2009) A typology of reviews: an analysis of 14 review types and associated methodologies. Health Info Libr J;26:91-108.
The document provides information on selection skills training objectives and techniques. The objectives are to understand different selection tools and their appropriateness, learn competency-based selection and interviewing skills, and understand the need for psychometric testing. It then covers various selection methods like interviews, tests, references checks and assessment centres, and how to effectively conduct the selection process.
This document provides materials and templates for evaluating the job performance of a tender administrator, including:
- Links to free eBooks and forms for performance appraisal phrases, methods, secrets to set up performance management, and KPI samples.
- Sections in a sample performance evaluation form that rate an administrator's performance on factors like administration, knowledge, communication, and provide spaces for strengths, areas for improvement, and signatures.
- Examples of performance review phrases for a tender administrator's attitude, creativity/innovation, and decision making.
The document discusses key performance indicators (KPIs) for office administrators. It provides examples of KPIs that can be used, including those related to tasks completed on time and customer satisfaction. The document also outlines best practices for developing KPIs, such as linking them to overall strategies and focusing on 3-5 key result areas. Types of KPIs are defined, like leading indicators that predict future performance and lagging indicators that measure past results. Resources for additional KPI examples and templates are listed.
Medical office administrative assistant performance appraisalEmmanuelPetit678
This document provides information and resources for evaluating the job performance of a medical office administrative assistant. It includes sample evaluation forms, performance rating definitions, and descriptions of common performance appraisal methods. The forms allow supervisors to rate assistants on key job duties and behaviors using scales. Suggested methods for appraising performance include management by objectives, critical incident reporting, behaviorally anchored rating scales, and 360-degree/multi-rater feedback. Resources for developing goals, key performance indicators, and writing self-appraisals are also referenced.
Onboarding Analytics - Metrics that Matter Onboarding EditionJeff Grisenthwaite
Effective onboarding of new employees increases retention by 58% in the first 3 years on the job. On the flip side, employees decide whether or not they belong within an organization in the first 3 weeks.
Organizations need to establish effective onboarding programs and have a robust approach to measuring the effectiveness and business outcomes of those programs.
KnowledgeAdvisors and Metrics that Matter provide cloud-based software and expertise to improve the impact of employee onboarding, as well as programs across the talent spectrum.
This document provides a job performance evaluation form for contracting officers. It includes:
- Links to free resources for performance appraisal materials like phrases, forms, and tips.
- Sections for the evaluation form covering planning and results, performance factors, employee strengths, areas for improvement, and signatures.
- Example phrases for reviewing attitudes, creativity/innovation, and decision making.
The evaluation form allows for rating a contracting officer's performance on factors like administration, communication, teamwork, decision making, and more. It provides a way to document both positive and negative reviews of an employee's work.
The document outlines goals and action plans for an operations role within a new company. It includes 4 main goals: 1) Assisting with restructuring operations including headcount management, costs and change initiatives. 2) Supporting new operations management in implementing strategy and talent acquisition. 3) Assisting the CEO with operations management and communication. 4) Driving the operations management team to support growth. The action plans provide details on focusing on value-added systems, identifying best practices, monitoring costs, developing work procedures, supporting continuous improvement and resolving issues.
Re-integratie als onderdeel van uw verzuimbeleidAttentia
Onderzoek toont aan dat het verzuimpercentage in de Belgische privésector verder blijft stijgen. Sinds enkele jaren zien we naast kort verzuim, vooral langdurig verzuim pieken. Veel ondernemingen worden hiermee geconfronteerd en zien een negatieve impact op werknemers en bedrijfsresultaten. Deze infographic schetst de problematiek en de oplossingen voor ondernemingen in België.
Overzicht van de CYBEX autostoeltjes collectie 2013 en hun indeling volgens de ECE R44/04 regels.
Groep 0+: Aton,
Groep 0/1: Sirona,
Groep 1: Juno Fix,
Groep 1/2/3: Pallas, Pallas 2, Isis.
Groep 2/3: Solution, Solution X en Solution X2
Alle CYBEX autostoelen zijn verkrijgbaar bij babywinkel Babyplezier in Eindhoven
This document is a resume for Kirsten Looney, who recently graduated from Virginia Commonwealth University with a degree in Art Education and minors in Art History and Painting & Printmaking. It outlines her student teaching experiences at three different schools, as well as other teaching experiences. It also lists her certifications, licensures, artistic educational experiences, technical skills, and professional affiliations.
As patients put to test, docs losing clinical expertiseOther Mother
Young doctors are losing clinical skills due to overdependence on diagnostic tests according to some medical professionals. Doctors often order tests as a defensive approach to avoid litigation rather than spending more time examining patients. Additionally, some doctors order unnecessary tests due to commissions from diagnostic centers. While tests provide important information, overreliance on them without correlating to clinical findings can lead to misdiagnoses or excessive treatment. Senior doctors have expressed concern about this trend and have sought ways to strengthen clinical examination skills.
A typology of reviews: an analysis of 14 review types and associated methodol...Farhad Fatehi
A summary of different types of review studies based on:
Grant MJ, Booth A (2009) A typology of reviews: an analysis of 14 review types and associated methodologies. Health Info Libr J;26:91-108.
The document provides information on selection skills training objectives and techniques. The objectives are to understand different selection tools and their appropriateness, learn competency-based selection and interviewing skills, and understand the need for psychometric testing. It then covers various selection methods like interviews, tests, references checks and assessment centres, and how to effectively conduct the selection process.
This document provides materials and templates for evaluating the job performance of a tender administrator, including:
- Links to free eBooks and forms for performance appraisal phrases, methods, secrets to set up performance management, and KPI samples.
- Sections in a sample performance evaluation form that rate an administrator's performance on factors like administration, knowledge, communication, and provide spaces for strengths, areas for improvement, and signatures.
- Examples of performance review phrases for a tender administrator's attitude, creativity/innovation, and decision making.
The document discusses key performance indicators (KPIs) for office administrators. It provides examples of KPIs that can be used, including those related to tasks completed on time and customer satisfaction. The document also outlines best practices for developing KPIs, such as linking them to overall strategies and focusing on 3-5 key result areas. Types of KPIs are defined, like leading indicators that predict future performance and lagging indicators that measure past results. Resources for additional KPI examples and templates are listed.
Medical office administrative assistant performance appraisalEmmanuelPetit678
This document provides information and resources for evaluating the job performance of a medical office administrative assistant. It includes sample evaluation forms, performance rating definitions, and descriptions of common performance appraisal methods. The forms allow supervisors to rate assistants on key job duties and behaviors using scales. Suggested methods for appraising performance include management by objectives, critical incident reporting, behaviorally anchored rating scales, and 360-degree/multi-rater feedback. Resources for developing goals, key performance indicators, and writing self-appraisals are also referenced.
Onboarding Analytics - Metrics that Matter Onboarding EditionJeff Grisenthwaite
Effective onboarding of new employees increases retention by 58% in the first 3 years on the job. On the flip side, employees decide whether or not they belong within an organization in the first 3 weeks.
Organizations need to establish effective onboarding programs and have a robust approach to measuring the effectiveness and business outcomes of those programs.
KnowledgeAdvisors and Metrics that Matter provide cloud-based software and expertise to improve the impact of employee onboarding, as well as programs across the talent spectrum.
This document provides a job performance evaluation form for contracting officers. It includes:
- Links to free resources for performance appraisal materials like phrases, forms, and tips.
- Sections for the evaluation form covering planning and results, performance factors, employee strengths, areas for improvement, and signatures.
- Example phrases for reviewing attitudes, creativity/innovation, and decision making.
The evaluation form allows for rating a contracting officer's performance on factors like administration, communication, teamwork, decision making, and more. It provides a way to document both positive and negative reviews of an employee's work.
The document outlines goals and action plans for an operations role within a new company. It includes 4 main goals: 1) Assisting with restructuring operations including headcount management, costs and change initiatives. 2) Supporting new operations management in implementing strategy and talent acquisition. 3) Assisting the CEO with operations management and communication. 4) Driving the operations management team to support growth. The action plans provide details on focusing on value-added systems, identifying best practices, monitoring costs, developing work procedures, supporting continuous improvement and resolving issues.
Re-integratie als onderdeel van uw verzuimbeleidAttentia
Onderzoek toont aan dat het verzuimpercentage in de Belgische privésector verder blijft stijgen. Sinds enkele jaren zien we naast kort verzuim, vooral langdurig verzuim pieken. Veel ondernemingen worden hiermee geconfronteerd en zien een negatieve impact op werknemers en bedrijfsresultaten. Deze infographic schetst de problematiek en de oplossingen voor ondernemingen in België.
Overzicht van de CYBEX autostoeltjes collectie 2013 en hun indeling volgens de ECE R44/04 regels.
Groep 0+: Aton,
Groep 0/1: Sirona,
Groep 1: Juno Fix,
Groep 1/2/3: Pallas, Pallas 2, Isis.
Groep 2/3: Solution, Solution X en Solution X2
Alle CYBEX autostoelen zijn verkrijgbaar bij babywinkel Babyplezier in Eindhoven
This document is a resume for Kirsten Looney, who recently graduated from Virginia Commonwealth University with a degree in Art Education and minors in Art History and Painting & Printmaking. It outlines her student teaching experiences at three different schools, as well as other teaching experiences. It also lists her certifications, licensures, artistic educational experiences, technical skills, and professional affiliations.
As patients put to test, docs losing clinical expertiseOther Mother
Young doctors are losing clinical skills due to overdependence on diagnostic tests according to some medical professionals. Doctors often order tests as a defensive approach to avoid litigation rather than spending more time examining patients. Additionally, some doctors order unnecessary tests due to commissions from diagnostic centers. While tests provide important information, overreliance on them without correlating to clinical findings can lead to misdiagnoses or excessive treatment. Senior doctors have expressed concern about this trend and have sought ways to strengthen clinical examination skills.
#WorkshopWoensdag | Je website goed vindbaar in Google (SEO voor gevorderden)Hostnet bv
Jeroen is SEO consultant bij OrangeValley. Eind 2010 startte hij in een bredere online marketingfunctie. Al snel en vol overgave dook hij op het specialisme van zoekmachine optimalisatie. In de jaren daarna hielp hij vooral partijen in de fashion retail en (internationale) travel beter te presteren in Google.
Als coach leid je mensen naar nieuwe inzichten. Dat vergt een unieke set communicatieskills. NLP (neuro-linguïstisch programmeren) geeft je een toolbox met een unieke aanpak voor betere coaching!
These are the slides of the workshop held by Senol Tapirdamaz for Eindhoven Startup Foundation. You can watch the workshop here: http://app.webinarjam.net/register/20279/72050c71e5
This is a basic introduction to bookkeeping and accounting, It was presented on the 22nd of October during a mentorship at the EHVSummit in the Evoluon in Eindhoven.
The material contains information by Xander Siebers, Alf Eastergard and Paula Guilfoyle.
Maandelijkse nieuwsbrief van De Wert accountants & belastingadviseurs met deze maand aandacht voor:
- duurzame energie
- onze collega's
- wijzigingen in de loonbelasting
- één bankrekening voor toeslagen
- het btw-nummer van de zzp
2. Aan de “poort” de juiste beslissing maken
- Vraag referenties na!
- Controleer diploma’s
- Verklaring omtrent gedrag
- Assessment en Persoonlijk Profiel Analyse (PPA)
3. Oorzaken van ziekteverzuim
1. Arbeidsinhoudelijk:
- Eentonig werk
- Geen contacten met anderen
- Continu hoog werktempo
- Geen verantwoordelijkheid
2. Arbeidsomstandigheden:
- Hoge werkdruk
- Onveilige werksituatie
- Lawaai en temperatuur
4. Oorzaken van ziekteverzuim (2)
3. Arbeidsverhoudingen:
- Geen prettige werksfeer
- Slechte relatie met leidinggevende en collega
4. Arbeidsvoorwaarden:
- Ontevreden over salaris en vakantiedagen
- Ontevreden over werktijden
5. Arbeidsvoorzieningen:
- Sociaal beleid
- Opleiding en bijscholing
5. Oplossingen
- Werkzaamheden anders indelen om eentonigheid tegen te gaan
- Risico-inventarisatie en evaluatie (RI&E)
- Functioneringsgesprekken
- Werkoverleg
- Flexwerken
7. Gemotiveerd personeel =
Goed personeelsbeleid
Verzuimbeleid
1. Verzuimreglement
- Bij wie ziek melden
- Ziek melden tijdens vakantie
- Gehoor geven aan oproep van arbo-arts
2. Verzuimregistratie en analyse
- Hoe vaak is een werknemer per jaar ziek
- Ziekteverzuimpercentage
- Verzuimpatronen
3. Verzuimgesprekken
8. Wet Verbetering Poortwachter
4. Wet Verbetering Poortwachter
6e
week
Probleemanalyse opgesteld door de Arbodienst
- Oorzaken van het ziekteverzuim
- Mogelijkheden voor re-integratie
8e
week
Plan van aanpak opstellen met de werknemer
- De te ondernemen re-integratieactiviteiten
- Beoogde doelstellingen
- Termijnen
- Aanwijzen casemanager
- Evaluatiedata
9. Wet Verbetering Poortwachter (2)
Na 8e
week
Begint de re-integratie en het bijhouden van re-integratiedossier
42e
week
Melding bij UWV!!
46e
-52e
week
Eerstejaarsevaluatie (opschudmoment) door werkgever en werknemer
89e
- 91e
week
Het re-integratieverslag opstellen en WIA aanvragen
Sanctiebeleid UWV
Loonsanctie van maximaal één jaar
10. Aandachtspunten bij verzuim
- Spoor 1 (eigen werkgever) niet mogelijk dan kijken naar spoor 2
(andere werkgever)
- Deskundigenoordeel aanvragen bij UWV
- Vervroegd IVA aanvragen
- De werkgever is verantwoordelijk
- Verhaalsrecht
- Registratie arbeidsongevallen