This document provides instructions for a course project in Numerical Computing. It outlines that projects should be in the form of a scientific paper 5-7 pages in length. It must be approved in advance by the instructor and is worth 30-40% of the final grade. The document then provides 15 potential project topics related to numerical computing and linear algebra techniques. Suggested topics include condition number estimation, linear algebra applications in data mining, smoothed analysis of Gaussian elimination, numerical computing in econometrics, principal component analysis/factor analysis, and calculation of special functions.
This document contains a summary of a legal case study assignment. It provides feedback from a faculty member on the student's performance based on various criteria. Overall, the feedback indicates areas where the student's analysis and application of concepts like disparate impact theory need further development. The faculty member asks for more citations and references in the response to fully address the analysis required. It also contains the student's paper on the legal case study, covering topics like disparate impact vs treatment, evidence of discrimination, and guidelines to avoid adverse impact.
Assignment 3 Pay, Benefits, and Terms and Conditions of Employmen.docxsherni1
Assignment 3: Pay, Benefits, and Terms and Conditions of Employment
Please read the following information carefully and proceed with the assignment. I have attached my Assignment 2 Paper to follow in doing this PowerPoint Assignment.
It is your responsibility as the HR Director of the same organization from Assignment 2 to a) create policies regarding pay and benefits for the selected job opportunity, and b) develop methods for both addressing unionization and implementing OSHA regulations. You will present your findings to the Vice President of Human Resources for approval.
In preparation for this assignment, review the following articles on contractors vs. employees and temp workers:
· “Distinguishing Independent Contractors and Employees”
· “The Expendables: How the Temps Who Power Corporate Giants Are Getting Crushed”
Create a PowerPoint presentation with fifteen to twenty (15-20) slides in which you:
1. Create a Wage and Hour standard for the job opportunity that you had selected in Assignment 2, and support your standard by using the Fair Labor Standards Act (FLSA) and Equal Pay Act to prevent any potential discriminatory impact.
2. Decide on three (3) benefits required for the job opportunity using ERISA. Propose two (2) methods that the employer can use in order to manage the fiduciary duties wisely and with the employees’ best interests in mind. Provide a rationale for your response.
3. Elaborate on two (2) rights regarding unionization that Section 7 of the NLRA guarantees. Next, examine two (2) unfair labor practices, and argue the importance of your organization refraining from using such practices during any self-organization and collective bargaining activities. Explore two (2) potential repercussions of an organization’s interference with self-organization and collective bargaining practices.
4. Propose three (3) ways to discourage employees from considering unionization. Then, compose one (1) strategy for championing a supportive and satisfying work environment within the organization.
5. Select one (1) OSHA violation case, and determine whether the resulting penalties were sufficient to deter the organization in question from repeating the same violative action. Justify your response.
6. Outline a plan for investigating workplace injuries, and formulate a policy that explains the process for filing a worker’s compensation claim within the selected organization.
7. Narrate each slide, using a microphone, and indicate what you would say if you were actually presenting in front of an audience.
8. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
· Format the PowerPoint presentation with headings on each slide and relevant graphics (photographs, graphs, clip art, etc.), ensuring that the presentation is visually appealing and readable from eighteen (18) feet away. Check with y ...
Human Resources Planning and Recruitment Before hiring anyLizbethQuinonez813
Human Resources Planning and Recruitment
Before hiring anyone, it is important to know what an organization's skills and needs are. If a
good job analysis has been performed for positions in the organization, that job analysis provides
much of the basis for HR recruitment planning. Once the planning process has been advanced,
recruiting for employees in an organization can take place. As discussed on week 1, human
resource needs in an organization must address the internal needs of the organization and the
external influences of society. Once those needs are determined, an organization can begin
recruiting to fill those needs. The recruitment planning process consists of figuring out how many
employees the organization must hire with particular skills to be successful, and then determine
what specific skills and attributes those employees should have. There are many techniques that
can help with the recruiting effort.
Recruiting
Recruiting is a natural outgrowth of human resources planning. Once the plan identifies what
skills are needed in the organization, it is time to begin recruiting for those skills.
There are two levels of recruiting:
1. The human resources department manages the process, making sure it follows
organizational and legal recruiting guidelines.
2. The managerial level of recruiting personnel provides the content expertise to ensure that
people with appropriate skills to fit specific needs are recruited.
The basic questions that must be answered when recruiting include:
• What skills are needed?
• What techniques should be used for recruiting for those particular skills?
• How long will the recruiting process take (time lapse) before the new recruits are on the
job?
• How many job applicants will be qualified and hired (yield ratios) using the recruiting
techniques that are selected?
• Should the recruiting take place internally or externally?
The human resources planning and the job analyses will already determine the skills needed in
the organization. It is important that the human resources manager keep the managers in the
departments focused on meeting the strategic planning goals. Sometimes the department
managers are more concerned with operational (short-term) needs and overlook strategic needs.
It is also important for the human resources department to make sure that department
managers are educated about the legal and ethical concerns of recruiting. Department managers
are often so focused on hiring people who are like the people who have been successful in their
departments in the past, that they are unaware of the advantages of recruiting people who may
bring new ideas and attitudes into the organization, but who may look and act differently.
There are many ways to ensure that people who have needed skills become aware that your
organization is recruiting for their skills. Generally, the more focused on skills, the less general a
recruitme ...
Human Resources & Employment Law 2015 - HRD Strategies - Michael Lovett, Nina...HRDstrategies
Michael Lovett and Nina Lovett of HRD Strategies, Inc. in Greensboro, North Carolina, provide an update on HR employment law at the 2015 North Carolina Literacy Association (NCLA) Conference. This presentation was part of the Executive Track
Gain a new perspective on your HR challenges and knowledge for meeting them confidentially and legally. Keeping up with the latest legal trends, changes in best practices, legal updates is a tough job . . . even for a seasoned HR professional.
In this presentation, you will gain an understanding of:
- What to consider before hiring an employee to ensure your process is legal and consistent
- Best practices for onboarding a new hire during the employee orientation
- Practical, legal and security issues for managing employee personnel records
- Key issues such as background checks, disciplinary action, documentation and at-will employment
- Latest trends, news and updates around employment law today
- What employees are looking for from employers
- Reference materials of federal employment laws
Visit www.hrdstrategies.com to learn more.
HR information system project Comment feedback concerning the .docxadampcarr67227
HR information system project
Comment feedback concerning the content and grammar can be found in the bullet points on the paper. Details concerning all APA format items can be found on the spreadsheet. Great job with identifying the affected stakeholders. Nicely done with the list of information gathering techniques such as interviews, observations, questionnaires, and additional research. For the feasibility study, this would have been better to discuss how you would measure the possible success of the project. Just stating it will be a “quantifiable profit” does not indicate how much money is involve or how long it will take to realize those profits. Normally a study such as this is not done by the business users. Sometimes a systems analyst will perform these studies. Using examples of how other companies have saved money or how long it took to implement a similar solution can show value in moving forward. Good on the gathering information and documenting section; however, that is not a guarantee that all of the requirements have been identified. One way that can help is to have the development team create prototypes to show the business. These preliminary examples can help to uncover any missing functionality that might need to be included in the final product. Overall you did very well on this first assignment. HR Information System Project
SHARON EDLUND
February 23, 2015
Introduction
Riordan Manufacturing HRIS framework was secured in 1992. Their HR framework was intended to track workers' data. For example, their individual data, pay rate, individual absolution for tax purposes, contract date and vacation hours and so forth. While then again Riordan lawful framework and activities are taken care of by Litteral & Finkel. Litteral & Finkel gives lawful administrations like tax law, land transactions, employee law, migration matters, and work law and custom regulations. In this paper we will examine the HR framework reconciliation with tools to make a single coordinated application. The organization ought to have more particular data systems technology (Thite.et.al, 2008). This paper will recognize and portray existing and required business frameworks and subsystems. Comment by Owner: Great! Comment by Owner: It is unclear what “to have more particular data systems technology” means.
Riordan Manufacturing is a worldwide plastic producer utilizing 550 individuals with the yearly profit of $46 million. The organization is completely claimed by Riordan Industries, a Fortune 500 organizations. The major stakeholders in the company include; the company president and its CEO the chief operating officer, the vice president of research and development, the sales and marketing vice president, the human resources director, the chief financial officer, the company employees, customers and managers will enable provide information for the HR information systems. Comment by Owner: Good on the stakeholders.
Information gathering tec.
PSY 4680, Industrial Organizational Psychology 1
UNIT III STUDY GUIDE
Employee Assessment and
Selection
Course Learning Outcomes for Unit III
Upon completion of this unit, students should be able to:
1. Define psychological test, identify the different types of tests (e.g.,
cognitive ability tests, psychomotor ability tests, knowledge and skill test,
personality tests, etc.), and apply these to work-related settings.
2. Analyze how biographical information, interviews, work samples,
assessment centers, and electronic assessments are used to select
employees.
3. Evaluate the employee recruitment process.
4. Research and apply the basic steps involved in selecting employees,
including the steps needed to conduct a validation study.
5. Explain how predictor information is used for selection.
6. Discuss the importance and utility of scientific selection, as well as the
legal issues associated with hiring decisions in the United States.
Unit Lesson
Employee recruitment and selection is a major activity of I/O psychologists.
Organizations spend much time and money hiring and training new employees,
with researchers estimating that it costs roughly 200% of an employee’s salary
to hire and train them (Griffeth & Hom, 2001). By hiring the right employees,
organizations can ensure that new employees not only have the skills and
abilities to perform the job well, but that they will be a great “fit” for the job
(Sujarto, 2011). Studies show that a good fit is associated with important
outcomes, such as organizational commitment, job satisfaction, and intentions to
quit (Kristof-Brown, 2005). Considering the costs and important outcomes of
employee selection, I/O psychologists use systematic approaches to recruit and
select the most well-qualified and best-fitting candidates.
Employee Selection
Employee selection is a very important activity because who you select for a
position has large implications, such as ensuring that new employees are able to
perform the job well and reducing unnecessary employee turnover (Barrick &
Zimmerman, 2009). Typically, selection involves assessing applicants and
gathering information about them to determine the extent to which they are
qualified and suitable for the job. The information that is gathered is related to
the position; job-related information includes details of their work history,
personality, interests, and other characteristics. The organization will also
provide the employee with critical information about the organization and job.
Some even provide a “realistic job preview,” in which they give applicants a
candid view of the responsibilities and conditions involved (Suszko & Breaugh,
1986).
Reading
Assignment
Chapter 5:
Assessment Methods for
Selection and Placement
Chapter 6:
Selecting Employees
Suggested Reading
Scroggins, W. A.,
Thomas, S. L., &
Morris, J. A. (2008).
Psychological testing in
personnel se ...
Strayer University - OnlineHRM-510 Business Employment Law .docxdarwinming1
Strayer University - Online
HRM-510: Business Employment Law
August 12, 2018
The Hiring Process and Managing a Diverse Workforce
As the HR Director of my association, I must utilize an assortment of business laws to build arrangements and techniques that help the advancement of a decent variety in the work environment. My present association is looking for an Executive Administrative Assistant who will work intimately with an answer to the Chief Legal Officer. My organization obviously, empowers everybody who is keen on the situation to apply as we are at last looking to enlist the best individual for the position. As the HR Director, I have seen a few episodes that finished with legitimate activity because specific business laws were not utilized while making the association’s enrollment strategies and application process. I must guarantee that I shield the association from lawful repercussions, as well as devise compelling strategies and plans that secure potential and existing representatives. The Civil Rights Act of 1964 and the Americans Disabilities Acts are just a couple of the fundamental laws that add to the work laws that are expected of bosses to use amid all phases of the enlisting procedure.
Enrollment or Employment Methods
Conveying the accessibility of business chances to work searchers is the initial phase in the enrollment procedure. It is critical that business laws are remembered when creating enrollment techniques for an association. As the HR Director, I have chosen that the best and best enrollment strategies for my association are 1) Social Media 2) Job Advertisements and 3) Employment/Recruitment Agencies.
Online networking has assumed control over this age and is associating individuals in more routes than one. Numerous associations are bouncing on the online networking fleeting trend and have begun their own Instagram, Facebook, and Twitter accounts. More professionally, there are internet-based life organizing locales particularly for job seekers like
LinkedIn, Monster, Indeed, among others. These can be utilized as incredible selecting apparatuses because they are not that costly, and they can achieve an awesome measure of individuals in a short measure of time. Notwithstanding publicizing work openings, web-based life gives the association another approach to check data given by the candidate. Being dynamic via web-based networking media administrations like Twitter enables you to 'meet' potential competitors from multiple points of view: through shared associations, through shared talk subjects, and because it's simple for work searchers to get in touch with you. A fourth of UK organizations are enlisting using expert systems administration locales like LinkedIn.
Your internet-based life movement likewise extends your boss image, indicating hopefuls what your authoritative culture resembles. That is incredible for drawing in top ability, accepting your way of life is great. It works the other much as ...
This document contains a summary of a legal case study assignment. It provides feedback from a faculty member on the student's performance based on various criteria. Overall, the feedback indicates areas where the student's analysis and application of concepts like disparate impact theory need further development. The faculty member asks for more citations and references in the response to fully address the analysis required. It also contains the student's paper on the legal case study, covering topics like disparate impact vs treatment, evidence of discrimination, and guidelines to avoid adverse impact.
Assignment 3 Pay, Benefits, and Terms and Conditions of Employmen.docxsherni1
Assignment 3: Pay, Benefits, and Terms and Conditions of Employment
Please read the following information carefully and proceed with the assignment. I have attached my Assignment 2 Paper to follow in doing this PowerPoint Assignment.
It is your responsibility as the HR Director of the same organization from Assignment 2 to a) create policies regarding pay and benefits for the selected job opportunity, and b) develop methods for both addressing unionization and implementing OSHA regulations. You will present your findings to the Vice President of Human Resources for approval.
In preparation for this assignment, review the following articles on contractors vs. employees and temp workers:
· “Distinguishing Independent Contractors and Employees”
· “The Expendables: How the Temps Who Power Corporate Giants Are Getting Crushed”
Create a PowerPoint presentation with fifteen to twenty (15-20) slides in which you:
1. Create a Wage and Hour standard for the job opportunity that you had selected in Assignment 2, and support your standard by using the Fair Labor Standards Act (FLSA) and Equal Pay Act to prevent any potential discriminatory impact.
2. Decide on three (3) benefits required for the job opportunity using ERISA. Propose two (2) methods that the employer can use in order to manage the fiduciary duties wisely and with the employees’ best interests in mind. Provide a rationale for your response.
3. Elaborate on two (2) rights regarding unionization that Section 7 of the NLRA guarantees. Next, examine two (2) unfair labor practices, and argue the importance of your organization refraining from using such practices during any self-organization and collective bargaining activities. Explore two (2) potential repercussions of an organization’s interference with self-organization and collective bargaining practices.
4. Propose three (3) ways to discourage employees from considering unionization. Then, compose one (1) strategy for championing a supportive and satisfying work environment within the organization.
5. Select one (1) OSHA violation case, and determine whether the resulting penalties were sufficient to deter the organization in question from repeating the same violative action. Justify your response.
6. Outline a plan for investigating workplace injuries, and formulate a policy that explains the process for filing a worker’s compensation claim within the selected organization.
7. Narrate each slide, using a microphone, and indicate what you would say if you were actually presenting in front of an audience.
8. Use at least three (3) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
· Format the PowerPoint presentation with headings on each slide and relevant graphics (photographs, graphs, clip art, etc.), ensuring that the presentation is visually appealing and readable from eighteen (18) feet away. Check with y ...
Human Resources Planning and Recruitment Before hiring anyLizbethQuinonez813
Human Resources Planning and Recruitment
Before hiring anyone, it is important to know what an organization's skills and needs are. If a
good job analysis has been performed for positions in the organization, that job analysis provides
much of the basis for HR recruitment planning. Once the planning process has been advanced,
recruiting for employees in an organization can take place. As discussed on week 1, human
resource needs in an organization must address the internal needs of the organization and the
external influences of society. Once those needs are determined, an organization can begin
recruiting to fill those needs. The recruitment planning process consists of figuring out how many
employees the organization must hire with particular skills to be successful, and then determine
what specific skills and attributes those employees should have. There are many techniques that
can help with the recruiting effort.
Recruiting
Recruiting is a natural outgrowth of human resources planning. Once the plan identifies what
skills are needed in the organization, it is time to begin recruiting for those skills.
There are two levels of recruiting:
1. The human resources department manages the process, making sure it follows
organizational and legal recruiting guidelines.
2. The managerial level of recruiting personnel provides the content expertise to ensure that
people with appropriate skills to fit specific needs are recruited.
The basic questions that must be answered when recruiting include:
• What skills are needed?
• What techniques should be used for recruiting for those particular skills?
• How long will the recruiting process take (time lapse) before the new recruits are on the
job?
• How many job applicants will be qualified and hired (yield ratios) using the recruiting
techniques that are selected?
• Should the recruiting take place internally or externally?
The human resources planning and the job analyses will already determine the skills needed in
the organization. It is important that the human resources manager keep the managers in the
departments focused on meeting the strategic planning goals. Sometimes the department
managers are more concerned with operational (short-term) needs and overlook strategic needs.
It is also important for the human resources department to make sure that department
managers are educated about the legal and ethical concerns of recruiting. Department managers
are often so focused on hiring people who are like the people who have been successful in their
departments in the past, that they are unaware of the advantages of recruiting people who may
bring new ideas and attitudes into the organization, but who may look and act differently.
There are many ways to ensure that people who have needed skills become aware that your
organization is recruiting for their skills. Generally, the more focused on skills, the less general a
recruitme ...
Human Resources & Employment Law 2015 - HRD Strategies - Michael Lovett, Nina...HRDstrategies
Michael Lovett and Nina Lovett of HRD Strategies, Inc. in Greensboro, North Carolina, provide an update on HR employment law at the 2015 North Carolina Literacy Association (NCLA) Conference. This presentation was part of the Executive Track
Gain a new perspective on your HR challenges and knowledge for meeting them confidentially and legally. Keeping up with the latest legal trends, changes in best practices, legal updates is a tough job . . . even for a seasoned HR professional.
In this presentation, you will gain an understanding of:
- What to consider before hiring an employee to ensure your process is legal and consistent
- Best practices for onboarding a new hire during the employee orientation
- Practical, legal and security issues for managing employee personnel records
- Key issues such as background checks, disciplinary action, documentation and at-will employment
- Latest trends, news and updates around employment law today
- What employees are looking for from employers
- Reference materials of federal employment laws
Visit www.hrdstrategies.com to learn more.
HR information system project Comment feedback concerning the .docxadampcarr67227
HR information system project
Comment feedback concerning the content and grammar can be found in the bullet points on the paper. Details concerning all APA format items can be found on the spreadsheet. Great job with identifying the affected stakeholders. Nicely done with the list of information gathering techniques such as interviews, observations, questionnaires, and additional research. For the feasibility study, this would have been better to discuss how you would measure the possible success of the project. Just stating it will be a “quantifiable profit” does not indicate how much money is involve or how long it will take to realize those profits. Normally a study such as this is not done by the business users. Sometimes a systems analyst will perform these studies. Using examples of how other companies have saved money or how long it took to implement a similar solution can show value in moving forward. Good on the gathering information and documenting section; however, that is not a guarantee that all of the requirements have been identified. One way that can help is to have the development team create prototypes to show the business. These preliminary examples can help to uncover any missing functionality that might need to be included in the final product. Overall you did very well on this first assignment. HR Information System Project
SHARON EDLUND
February 23, 2015
Introduction
Riordan Manufacturing HRIS framework was secured in 1992. Their HR framework was intended to track workers' data. For example, their individual data, pay rate, individual absolution for tax purposes, contract date and vacation hours and so forth. While then again Riordan lawful framework and activities are taken care of by Litteral & Finkel. Litteral & Finkel gives lawful administrations like tax law, land transactions, employee law, migration matters, and work law and custom regulations. In this paper we will examine the HR framework reconciliation with tools to make a single coordinated application. The organization ought to have more particular data systems technology (Thite.et.al, 2008). This paper will recognize and portray existing and required business frameworks and subsystems. Comment by Owner: Great! Comment by Owner: It is unclear what “to have more particular data systems technology” means.
Riordan Manufacturing is a worldwide plastic producer utilizing 550 individuals with the yearly profit of $46 million. The organization is completely claimed by Riordan Industries, a Fortune 500 organizations. The major stakeholders in the company include; the company president and its CEO the chief operating officer, the vice president of research and development, the sales and marketing vice president, the human resources director, the chief financial officer, the company employees, customers and managers will enable provide information for the HR information systems. Comment by Owner: Good on the stakeholders.
Information gathering tec.
PSY 4680, Industrial Organizational Psychology 1
UNIT III STUDY GUIDE
Employee Assessment and
Selection
Course Learning Outcomes for Unit III
Upon completion of this unit, students should be able to:
1. Define psychological test, identify the different types of tests (e.g.,
cognitive ability tests, psychomotor ability tests, knowledge and skill test,
personality tests, etc.), and apply these to work-related settings.
2. Analyze how biographical information, interviews, work samples,
assessment centers, and electronic assessments are used to select
employees.
3. Evaluate the employee recruitment process.
4. Research and apply the basic steps involved in selecting employees,
including the steps needed to conduct a validation study.
5. Explain how predictor information is used for selection.
6. Discuss the importance and utility of scientific selection, as well as the
legal issues associated with hiring decisions in the United States.
Unit Lesson
Employee recruitment and selection is a major activity of I/O psychologists.
Organizations spend much time and money hiring and training new employees,
with researchers estimating that it costs roughly 200% of an employee’s salary
to hire and train them (Griffeth & Hom, 2001). By hiring the right employees,
organizations can ensure that new employees not only have the skills and
abilities to perform the job well, but that they will be a great “fit” for the job
(Sujarto, 2011). Studies show that a good fit is associated with important
outcomes, such as organizational commitment, job satisfaction, and intentions to
quit (Kristof-Brown, 2005). Considering the costs and important outcomes of
employee selection, I/O psychologists use systematic approaches to recruit and
select the most well-qualified and best-fitting candidates.
Employee Selection
Employee selection is a very important activity because who you select for a
position has large implications, such as ensuring that new employees are able to
perform the job well and reducing unnecessary employee turnover (Barrick &
Zimmerman, 2009). Typically, selection involves assessing applicants and
gathering information about them to determine the extent to which they are
qualified and suitable for the job. The information that is gathered is related to
the position; job-related information includes details of their work history,
personality, interests, and other characteristics. The organization will also
provide the employee with critical information about the organization and job.
Some even provide a “realistic job preview,” in which they give applicants a
candid view of the responsibilities and conditions involved (Suszko & Breaugh,
1986).
Reading
Assignment
Chapter 5:
Assessment Methods for
Selection and Placement
Chapter 6:
Selecting Employees
Suggested Reading
Scroggins, W. A.,
Thomas, S. L., &
Morris, J. A. (2008).
Psychological testing in
personnel se ...
Strayer University - OnlineHRM-510 Business Employment Law .docxdarwinming1
Strayer University - Online
HRM-510: Business Employment Law
August 12, 2018
The Hiring Process and Managing a Diverse Workforce
As the HR Director of my association, I must utilize an assortment of business laws to build arrangements and techniques that help the advancement of a decent variety in the work environment. My present association is looking for an Executive Administrative Assistant who will work intimately with an answer to the Chief Legal Officer. My organization obviously, empowers everybody who is keen on the situation to apply as we are at last looking to enlist the best individual for the position. As the HR Director, I have seen a few episodes that finished with legitimate activity because specific business laws were not utilized while making the association’s enrollment strategies and application process. I must guarantee that I shield the association from lawful repercussions, as well as devise compelling strategies and plans that secure potential and existing representatives. The Civil Rights Act of 1964 and the Americans Disabilities Acts are just a couple of the fundamental laws that add to the work laws that are expected of bosses to use amid all phases of the enlisting procedure.
Enrollment or Employment Methods
Conveying the accessibility of business chances to work searchers is the initial phase in the enrollment procedure. It is critical that business laws are remembered when creating enrollment techniques for an association. As the HR Director, I have chosen that the best and best enrollment strategies for my association are 1) Social Media 2) Job Advertisements and 3) Employment/Recruitment Agencies.
Online networking has assumed control over this age and is associating individuals in more routes than one. Numerous associations are bouncing on the online networking fleeting trend and have begun their own Instagram, Facebook, and Twitter accounts. More professionally, there are internet-based life organizing locales particularly for job seekers like
LinkedIn, Monster, Indeed, among others. These can be utilized as incredible selecting apparatuses because they are not that costly, and they can achieve an awesome measure of individuals in a short measure of time. Notwithstanding publicizing work openings, web-based life gives the association another approach to check data given by the candidate. Being dynamic via web-based networking media administrations like Twitter enables you to 'meet' potential competitors from multiple points of view: through shared associations, through shared talk subjects, and because it's simple for work searchers to get in touch with you. A fourth of UK organizations are enlisting using expert systems administration locales like LinkedIn.
Your internet-based life movement likewise extends your boss image, indicating hopefuls what your authoritative culture resembles. That is incredible for drawing in top ability, accepting your way of life is great. It works the other much as ...
The document provides notes on human resource management. It discusses selection process, why careful selection is important, the differences between recruitment and selection, selection procedures and types of tests used in selection like ability, aptitude, intelligence, creativity and personality tests. It also summarizes different selection techniques such as background investigations, preemployment information services, interviews, physical exams, substance abuse screening and applicant tracking systems. The document outlines different types of interviews and interview processes.
Week 8 Assignment 3 - Submit Here
Students, please view the "Submit a Clickable Rubric Assignment" in the Student Center.
Instructors, training on how to grade is within the Instructor Center.
Assignment 3: Pay, Benefits, and Terms and Conditions of Employment
Due Week 8 and worth 300 points
It is your responsibility as the HR Director of the same organization from Assignment 2 to a) create policies regarding pay and benefits for the selected job opportunity, and b) develop methods for both addressing unionization and implementing OSHA regulations. You will present your findings to the Vice President of Human Resources for approval.
In preparation for this assignment, review the following articles on contractors vs. employees and temp workers:
·
Bier, Ellin & Tucker: Distinguishing Between Independent Contractors and Employees
·
Murray: Difference Between Independent Contractors and Employees
· “
The Expendables: How the Temps Who Power Corporate Giants Are Getting Crushed
”
Create a PowerPoint presentation with fifteen to twenty (15-20) slides in which you:
1. Create a Wage and Hour standard for the job opportunity that you had selected in Assignment 2, and support your standard by using the Fair Labor Standards Act (FLSA) and Equal Pay Act to prevent any potential discriminatory impact.
2. Decide on three (3) benefits required for the job opportunity using ERISA. Propose two (2) methods that the employer can use in order to manage the fiduciary duties wisely and with the employees’ best interests in mind. Provide a rationale for your response.
3. Elaborate on two (2) rights regarding unionization that Section 7 of the NLRA guarantees. Next, examine two (2) unfair labor practices, and argue the importance of your organization refraining from using such practices during any self-organization and collective bargaining activities. Explore two (2) potential repercussions of an organization’s interference with self-organization and collective bargaining practices.
4. Propose three (3) ways to discourage employees from considering unionization. Then, compose one (1) strategy for championing a supportive and satisfying work environment within the organization.
5. Select one (1) OSHA violation case, and determine whether the resulting penalties were sufficient to deter the organization in question from repeating the same violative action. Justify your response.
6. Outline a plan for investigating workplace injuries, and formulate a policy that explains the process for filing a worker’s compensation claim within the selected organization.
7. Narrate each slide, using a microphone, and indicate what you would say if you were actually presenting in front of an audience.
8. Use at least three (3) quality academic resources in this assignment.
Note
: Wikipedia and other Websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
· Format the PowerPoint presentation with headings on e ...
2.1 The Importance of Employee Selection Think about the follo.docxeugeniadean34240
2.1 The Importance of Employee Selection
Think about the following scenario: XYZ Corporation is experiencing significant growth and needs to hire 20 new customer service representatives over the next two months. This can be an exciting situation for the organization. The company is growing, and additional employees will ensure continued growth and increased revenue. Hiring these new employees, however, may pose some challenges. First, where will the company find qualified candidates for the new positions, and how will it encourage them to apply for the jobs? The company anticipates more than 200 applicants for the 20 open positions. How will it screen the résumés and applications so as to identify the most qualified individuals? Additionally, who will conduct the interviews, and, more importantly, how will the interviewers discern which applicants have the skills and abilities to best serve the company's customers? Finally, how will the company ensure that each stage of the selection process is legally and ethically fair? Most organizations encounter concerns such as these whenever they are faced with the prospect of hiring new employees.
Consider This: Can You Afford Not to Hire the Best?
Photo of a newspaper with the headline "Now Hiring" seen through a magnifying glass.
The expense of placing advertisements for a job opening is just one of the many costs associated with hiring a new employee.
Hiring can be very expensive. Consider the costs of hiring a new employee: There is the cost of advertising the job opening, which may include print ads, online ads, posting to a bulletin board, renting a booth at a job fair, or even paying a recruitment agency. Then, there are the costs of processing the applications, screening the applicants, contacting prospective interviewees, and then testing and interviewing applicants. These costs include not only the time of your human resources employees and hiring managers but also the opportunity costs, or productivity sacrificed because their time is not being spent on other productive activities. Then, once an employee is selected, there are the costs of orientation and training to get that employee ready to perform. Because the new employee is now on the organization's payroll, the costs of this orientation and training phase include both the manager's and the employee's time and opportunity costs.
Although hiring costs are high, hiring the wrong person can be even more costly. A Harvard University Study estimated that 80% of turnover can be attributed to faulty hiring decisions (Mengel, 2001). Turnover rate is the percentage of all the employees in an organization who leave in a given year. Turnover can be more expensive than hiring. When employees choose to leave an organization, not only does the hiring process have to be repeated to fill the vacancy, but there are also the costs of separating the departing employee, including the time of human resources employees and hiring managers as well a.
Hr Audit Can Be Beneficial In Todays Compliance Oriented Environment.4.27.12Barbara Richman, SPHR
HR audits can benefit companies by assessing compliance with employment laws and identifying
areas for improvement. While traditionally viewed as unnecessary, HR audits have become more
important in today's compliance-focused environment. An HR audit objectively examines policies,
procedures, and practices to determine gaps in legal compliance. Once issues are found,
corrective actions can be taken to reduce risks. Proper planning that considers the audit's scope,
interview subjects, documentation review, and a written report is necessary to conduct an
effective HR audit.
Please dont waste my time unless you’re willing to do the work..docxrowthechang
Please don't waste my time unless you’re willing to do the work. This paper is already written just need the research method paper done. An example is provide on how to do the work willing to pay $35.00 due midnight
Action Research Proposal: Research Method
Due Date:
Mar 23, 2015 23:59:59
Max Points:
160
Details:
Select the population and sample that is the focus of the action research project.
Describe the method of research to be applied and why it is most appropriate for the study. Describe the population, the sample, and how you intend to gather data to address the research problem.
Develop a research instrument that will be used to collect data from the sample population.
For help with questionnaires, view “PSC 495: Questionnaire Examples.”
THIIS IS THE PROPOSAL ALREADY WRITTEN
Synopsis of the Problem
In the recent past, a number of organizations have been adversely affected by the turnover rates that have been increasing progressively as from 2009. This has witnessed an increment in the number of organizations closing shop from approximately 1.8 million to more than 2 million between 2009 and 2012
(Larson, Lakin, & Bruininks, 1998)
. Aspects that include workforce recruitment and training costs, team dynamics and time restrictions in discovering and hiring newer talents have been adversely affected by the increase in worker turnover rates and have resulted in increment in expenditures. The unconstructive effects of the elevated employee turnover rates , therefore, informs the study on why the workers opt to desert they jobs even as organizational administrators strive to enhance the employee retention rates through increment in salaries and establishment of more favorable work milieus.
Statement of Purpose
This paper is therefore, written with the objective of analyzing the effect of various aspects, for instance, increased employee turnover rates, on the organization as well as their contribution to the increasing rates of employees opting to desert their jobs.
Description of the Action Research Project
This study will make use of two key research methodologies, namely; qualitative and quantitative research methodologies
(Barton, 2006)
. Given that the two methods facilitates the acknowledgement of rationale behind the increment in dissertation rates in addition to giving insight on how organization suffering from reduced employee retention rates function.
Reasons for the Proposal
Studies on the factors affecting employee retention and impacts of increased turnover rates have indicated that managers in organizations that have been acquired by another tend to dessert their jobs as a consequence of not being offered an opportunity and ample time to align to the novel organization
(Allen & Bryant, 2012)
. Additionally, workers tend to desert their jobs as a consequence of lack of faith owing to instability experienced by the mangers leaving their positions. This, therefore, leads to the question of what factors inf.
The document discusses job analysis which is the process of collecting information about the duties, responsibilities, skills, outcomes, and work environment of a particular job. It provides examples of what information should be collected in a job analysis including job duties, tasks, employee characteristics, and relationships. It also discusses different methods for collecting job analysis information such as questionnaires, interviews, and quantitative methods. The key points are that job analysis establishes the similarities and differences between jobs and helps create an internal job structure for compensation purposes.
HRM, SELECTION PROCESS, PLACEMENT & RETENTION PROGRAMME, HRM, HUMAN RESOURCE MANAGEMENT, MANAGING HUMAN RESOURCES, DIFFERENT DRIVERS OF RETENTION, MYTHS AND REALITIES, STRENGTHENING SELECTION & RETENTION, BUSINESS ADMINISTRATION, MANAGEMENT SCIENCE, EDUCATION AND LEARNING,
Week Four Learning Outcomes OMM618 Human Resources Management (MF.docxalanfhall8953
Week Four Learning Outcomes OMM618: Human Resources Management (MFG1322B)
This week students will:
1. Examine employee compensation factors, including direct financial payments and indirect payments.
2. Summarize the key attributes of a healthy ethical culture within an organization.
Readings
Read the following chapters in: A Framework for Human Resource Management:
1. Chapter 7: Compensating Employees
2. Chapter 8: Ethics and Fair Treatment in Human Resource Management
Discussions
To participate in the following Discussion Forums, go to this week's Discussion link in the left navigation:
1. Acme Manufacturing
Answer the questions to the case, "Salary Inequities at Acme Manufacturing," at the end of Chapter 7. Include at least one outside source supporting your answers. Explain your answers in 200 words. Respond to at least two of your fellow students' postings.
2. Ethics and Organizational Culture
Answer the questions to the case, "Enron, Ethics, and Organizational Culture," at the end of Chapter 8. Include at least one outside source supporting your answers. Explain your answers in 200 words. Respond to at least two of your fellow students' postings.
Assignments
To complete this assignment, go to this week's Assignment link in the left navigation:
Incentive Plans
Research and discuss at least two different types of incentive plans discussed in the text. Highlight the possible advantages and disadvantages of each. Find at least two articles through ProQuest that discusses incentive payment plans. Summarize your findings in a 3-5 page paper. Be sure to properly cite your resources using APA style.
Week 2 in Review
An examination of Trilogy provided insight into the complexities of various approaches to recruitment -- and the importance of incorporating recruitment into organizational strategies. From an HR perspective, the strategy involves many intra-related and inter-related aspects, such as job description, job analysis, recruitment methodologies, legal requirements, and a planned and cultivated organizational culture. It is all about Hiring Right! It is all about aligning organizational goals with individual goals to arrive at a place where work effort matches work productivity. Culture is the environment people work in, it’s the element that shapes your enjoyment, work relationship and work process. Culture is made up of values, beliefs, underlying assumptions, attitudes, and behaviors shared by a group of people (Heathfield, 2011). The employees at Trilogy all share similar interests and passions about their job, which means that working as a team would not be problematic. Trilogy has created an organizational culture that represents decision making, daily work practice, stories and legends.
Heathfield, S.M (2011) Culture: Your Environment for People at Work. Retrieved on June 29, 2011, from http://humanresources.about.com/od/organizationalculture/a/culture.htm
It is important to note that organizational culture should be devel.
The document outlines the key aspects of human resource management including the importance of HRM in gaining a competitive advantage, the HRM process of planning, recruiting, selecting, orienting and training employees, performance management and compensation. It also discusses current issues such as managing diversity, downsizing, work-life balance and legal compliance areas like sexual harassment. Specific topics covered include performance appraisal methods, factors influencing compensation, changing nature of career development, and suggestions for managing human resources and current workplace challenges.
The document discusses conducting a job analysis for an equine veterinarian position. It explains that a job analysis involves researching the position through collecting data, observing, and interviewing subject matter experts to understand the knowledge, skills, abilities, and characteristics needed. Specific questions are provided that could be asked to gather information about the veterinarian role. The analysis would determine the qualifications, cognitive requirements, necessary equipment, and ideal psychological profile of someone suited for the position. Conducting a thorough job analysis provides a foundation for hiring and retaining the right candidate to successfully fill the role.
This the paper thatS DUEAction Research Proposal Research .docxdivinapavey
This the paper that'S DUE
Action Research Proposal: Research Method
Due Date:
Mar 22, 2015 23:59:59
Max Points:
160
Details:
Select the population and sample that is the focus of the action research project.
Describe the method of research to be applied and why it is most appropriate for the study. Describe the population, the sample, and how you intend to gather data to address the research problem.
Develop a research instrument that will be used to collect data from the sample population.
For help with questionnaires, view “PSC 495: Questionnaire Examples.”
THIIS IS THE PROPOSAL ALREADY WRITTEN
Synopsis of the Problem
In the recent past, a number of organizations have been adversely affected by the turnover rates that have been increasing progressively as from 2009. This has witnessed an increment in the number of organizations closing shop from approximately 1.8 million to more than 2 million between 2009 and 2012
(Larson, Lakin, & Bruininks, 1998)
. Aspects that include workforce recruitment and training costs, team dynamics and time restrictions in discovering and hiring newer talents have been adversely affected by the increase in worker turnover rates and have resulted in increment in expenditures. The unconstructive effects of the elevated employee turnover rates , therefore, informs the study on why the workers opt to desert they jobs even as organizational administrators strive to enhance the employee retention rates through increment in salaries and establishment of more favorable work milieus.
Statement of Purpose
This paper is therefore, written with the objective of analyzing the effect of various aspects, for instance, increased employee turnover rates, on the organization as well as their contribution to the increasing rates of employees opting to desert their jobs.
Description of the Action Research Project
This study will make use of two key research methodologies, namely; qualitative and quantitative research methodologies
(Barton, 2006)
. Given that the two methods facilitates the acknowledgement of rationale behind the increment in dissertation rates in addition to giving insight on how organization suffering from reduced employee retention rates function.
Reasons for the Proposal
Studies on the factors affecting employee retention and impacts of increased turnover rates have indicated that managers in organizations that have been acquired by another tend to dessert their jobs as a consequence of not being offered an opportunity and ample time to align to the novel organization
(Allen & Bryant, 2012)
. Additionally, workers tend to desert their jobs as a consequence of lack of faith owing to instability experienced by the mangers leaving their positions. This, therefore, leads to the question of what factors inform the managers’ decision to leave their current employment following acquisitions and mergers and how this can be averted.
Some of the notable reasons behind desertion of jobs as noted b.
Unfamiliar with the SBIR program and don’t know where to start? Here are some tips from The Isis Group on how to prepare your company for your first SBIR/STTR submission.
Seminar in Public Human Resources Administration Questions & Key Te.docxedgar6wallace88877
Seminar in Public Human Resources Administration: Questions & Key Terms [Day Three]
Critical Thinking Questions
1. How does one’s value perspective influence the objectives of the recruitment and selection process? What does it mean to say that fairness is a social judgment rather than a scientific calculation?
2. What is meant by contextual factors that influence how well a person performs as an organizational member? How easy do you think it is to recruit and select for these factors? Does an emphasis on contextual factors conflict with an emphasis on recruiting for diversity?
3. Identify eleven steps in the recruitment and selection process. In an organization you are familiar with, which steps are the most difficult to perform? Why?
4. Compare and contrast centralized, decentralized, and web-based recruitment techniques.
5. Describe the concept of the psychological contract and identify a situation you are familiar with where it might be employed to help clarify and resolve differences.
6. Describe the basic components of equity and expectancy theory. How do they help to explain employee performance? Identify an example from your own life where equity theory or expectancy theory helps you understand why you did what you did.
7. Describe four approaches to productivity: total quality management, job enrichment, work/life balance, and teamwork. Select an organization you are familiar with. If you were responsible for charting a strategy for productivity improvement, which would you focus on and why?
Key Terms: Please define and give one example
1. acquisition function
2. centralized recruitment and selection
3. construct validation vs content validation vs criterion validation
4. test validation
5. true and false positives and negatives
6. administrative logic
7. development function
8. employee commitment vs psychological contract
9. extrinsic motivation vs intrinsic motivation
10. job enrichment vs job sharing
Case Study 3 Instructions: Recruiting and Selecting High-Level Managers through the Internet
You will complete the “Recruiting and Selecting High-Level Managers through the Internet” case in the Nkomo et al. text (#35 on pp. 112–113, 2011). You will write a 3–5-page essay (total does not include title page or reference page) that answers the 4 questions (1–4) on p. 113. Do not simply answer the questions. This is an essay and must be written to include an introduction, body, and conclusion. It may prove helpful to use the topic of the questions (advantages and disadvantages of internet recruitment and selection, the three approaches to online recruiting and selection, etc.) as section headers in your essay. Your response must be supported by at least 2 peer-reviewed resources. These resources must have been published within the last 5 years. Do not use other textbooks. The essay must be written in current APA format and include a title page, reference page, and in-text citations.
Note: This case study will not use.
Deliverable 6 - Making Contacts for the FutureTop of FormBotto.docxalisondakintxt
Deliverable 6 - Making Contacts for the Future
Top of Form
Bottom of Form
Assignment Content Nursing Home Admin future job
1.
Top of Form
Competency
Design a personal plan to use social media to benefit the student both personally and professionally as well as minimize online mistakes and their impact.
Student Success Criteria
View the grading rubric for this deliverable by selecting the “This item is graded with a rubric” link, which is located in the
Details & Information pane.
Instructions
Regardless of the career that you pursue or are currently pursuing, it is likely that the action of securing the resource of friends and professional acquaintances will be as valuable as any other action you could take.
Part 1:
First, take some time to reflect on your career and/or future career. If this includes more than one career path, then focus on the one that you are most concerned with in the long term. This might include working in a specific field, starting a business, or any other pursuit you are currently working on or plan to work on in the future. The choice behind the pursuit you will focus on is a personal choice.
Write two pages on why this particular career and/or pursuit is your choice. Reflecting on the why behind your wish to achieve a goal will help to make it feel more tangible to you. This exercise of reflection should serve to remind you of your motivation and will be a good thing to refer back to if your motivation ever gets low. The "why" behind a pursuit is oftentimes more important than the "how" of a pursuit. If you have a strong enough "why," you will find the "how."
Part 2:
For the second part of this assignment, make a list of the types of people that could help you in your career and why those people would be good contacts to have. This list should be general in nature, meaning you should list professions or names of positions within companies rather than specific names.
You should list general fields or positions like accountants, attorneys, marketing managers, CEOs, etc., rather than any specific names. Be sure to list at least five professions or types of people.
Part 3:
Next, consider which social media platforms you could use to make personal contacts that could help you in your pursuit along with why and how you could use each. Ensure that the platform and your use of it line up with the specifics behind your chosen future goal.
Describe at least three different platforms you could use, along with why you would use it, and how you would use it for each of the three.
· Platform #
· Why?
· How?
· Platform #
· Why?
· How?
· Platform #
· Why?
· How?
Part 4:
Finally, put all of this together and take action. The next part of this assignment is where you can make a big difference in your grade as well as in your real life pursuit of a goal!
Reach out through the avenue of social media and make contact with three people that you do not currently know. Describe who you contacted and why .
This job analysis report summarizes the results of a job analysis conducted for the Senior Recruiter position at AMTIS, Inc. A questionnaire was administered to three subject matter experts to gather data on the tasks, responsibilities, knowledge, skills, abilities, and other characteristics required for the position. The results identified locating qualified applicants, communicating with candidates and hiring managers, and planning recruitment strategies as key functions of the role. Key qualifications included knowledge of discrimination laws, strong interpersonal and communication skills, and the ability to maintain confidentiality. The job analysis provides a comprehensive overview of the essential elements of the Senior Recruiter position.
The document discusses recruitment and selection processes at IMS Learning Resources Pvt. Ltd. It begins by outlining the objectives of studying their employee hiring process. It then describes the research methodology and importance/scope of the project. The document discusses internal and external factors that affect recruitment. It provides details on various internal sources of recruitment like current employees, former employees, and referrals. It also discusses external sources such as employment exchanges, advertisements, professional associations, and campus recruitment. The summary highlights the key topics and goals covered in the recruitment and selection case study.
A study of the recruitment and selection processAlexander Decker
The document discusses a study of the recruitment and selection process at SMC Global Securities Ltd. It begins with introducing the concepts of recruitment and selection, their importance and methods. It then outlines the research methodology used which was exploratory in nature and involved questionnaires with a sample size of 30 employees. The findings showed that the company considers job portals and employee references as the most important recruitment sources. It was also found that the selection process considers cost-benefit ratios and aims for a high ratio of selected to joining candidates. In conclusion, the study found the company's recruitment and selection process to be generally effective while noting some areas for improvement.
250-500 words APA format cite references Check this scenario out.docxjeanettehully
250-500 words APA format cite references
Check this scenario out. Long term care can consists of servicing patients need at a patient's home, providing meals, transportation and in home therapy. Some long term care is within the home and some can be rehab. Lets say there is a growing need to extend those services to our growing need in elderly population. Part of that need is a demand for servicing the increasing population of the Hispanic community. We as a team need to meet with a cross- functional management team that can relay the need and services outside of the facility. We need hired people who are bilingual that can work the call center, deliver food, offer in home therapy, and provide transportation.
Our audience will be the new management team. Each member of the coordination of care team of management will cover or be responsible for one of those areas. Our standpoint will be that we are the board of directors that would be talking with them.
Giving the above screnario my part of assignment is to come up with strategies of the transition and what methods may be needed?
.
2 DQ’s need to be answers with Zero plagiarism and 250 word count fo.docxjeanettehully
2 DQ’s need to be answers with Zero plagiarism and 250 word count for each question. Due in 6 hours TODAY! Please include all references if necessary.
Week One DQ1
Week One DQ3
To clarify... these ratios are part of the DuPont model, and the DuPont model considers liquidity as one of the factors to be evaluated, but at the end of the day, the DuPont model is all about return on equity... basically getting your money's worth. Given that, what are the elements of liquidity and how do they lead us into the discussion on equity? Why is this important to understand?
.
270w3Respond to the followingStress can be the root cause of ps.docxjeanettehully
270w3
Respond to the following:
Stress can be the root cause of psychological disorders. Name four symptoms shared by acute and posttraumatic stress disorders.
What life events are most likely to trigger a stress disorder?
Traumatic events do not always result in a diagnosable
PSYCHOLOGICAL
disorder. What factors determine how a person may be affected by one such event?
What is the link between
PERSONALITY
styles and heart disease?
List and briefly describe four psychological treatments for physical disorders.
.
250 word response. Chicago Style citingAccording to Kluver, what.docxjeanettehully
250 word response. Chicago Style citing
According to Kluver, what are the ramifications of technology and globalization on global communication?
Compare Kluver’s arguments with endangered languages, and with the readings about the Digital Divide. How do they compare? From these readings, what are the general trends of communication?
Readings
Jandt, Fred E. (editor) Intercultural Communication: A Global Reader. Thousand Oaks, CA: Sage. 2004
“Globalization, Informatization, and Intercultural Communication,” Kluver, Jandt pages 425-437
“Part II: Language,” Introduction, Jandt pages 99-102
“Babel Revisited,” Mühlhäusler, Jandt pages 103-107
“Africa: The Power of Speech,” Bâ, Jandt pages 108-111
http://en.wikipedia.org/wiki/Digital_divide
http://www.endangeredlanguages.com/
.
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The document provides notes on human resource management. It discusses selection process, why careful selection is important, the differences between recruitment and selection, selection procedures and types of tests used in selection like ability, aptitude, intelligence, creativity and personality tests. It also summarizes different selection techniques such as background investigations, preemployment information services, interviews, physical exams, substance abuse screening and applicant tracking systems. The document outlines different types of interviews and interview processes.
Week 8 Assignment 3 - Submit Here
Students, please view the "Submit a Clickable Rubric Assignment" in the Student Center.
Instructors, training on how to grade is within the Instructor Center.
Assignment 3: Pay, Benefits, and Terms and Conditions of Employment
Due Week 8 and worth 300 points
It is your responsibility as the HR Director of the same organization from Assignment 2 to a) create policies regarding pay and benefits for the selected job opportunity, and b) develop methods for both addressing unionization and implementing OSHA regulations. You will present your findings to the Vice President of Human Resources for approval.
In preparation for this assignment, review the following articles on contractors vs. employees and temp workers:
·
Bier, Ellin & Tucker: Distinguishing Between Independent Contractors and Employees
·
Murray: Difference Between Independent Contractors and Employees
· “
The Expendables: How the Temps Who Power Corporate Giants Are Getting Crushed
”
Create a PowerPoint presentation with fifteen to twenty (15-20) slides in which you:
1. Create a Wage and Hour standard for the job opportunity that you had selected in Assignment 2, and support your standard by using the Fair Labor Standards Act (FLSA) and Equal Pay Act to prevent any potential discriminatory impact.
2. Decide on three (3) benefits required for the job opportunity using ERISA. Propose two (2) methods that the employer can use in order to manage the fiduciary duties wisely and with the employees’ best interests in mind. Provide a rationale for your response.
3. Elaborate on two (2) rights regarding unionization that Section 7 of the NLRA guarantees. Next, examine two (2) unfair labor practices, and argue the importance of your organization refraining from using such practices during any self-organization and collective bargaining activities. Explore two (2) potential repercussions of an organization’s interference with self-organization and collective bargaining practices.
4. Propose three (3) ways to discourage employees from considering unionization. Then, compose one (1) strategy for championing a supportive and satisfying work environment within the organization.
5. Select one (1) OSHA violation case, and determine whether the resulting penalties were sufficient to deter the organization in question from repeating the same violative action. Justify your response.
6. Outline a plan for investigating workplace injuries, and formulate a policy that explains the process for filing a worker’s compensation claim within the selected organization.
7. Narrate each slide, using a microphone, and indicate what you would say if you were actually presenting in front of an audience.
8. Use at least three (3) quality academic resources in this assignment.
Note
: Wikipedia and other Websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
· Format the PowerPoint presentation with headings on e ...
2.1 The Importance of Employee Selection Think about the follo.docxeugeniadean34240
2.1 The Importance of Employee Selection
Think about the following scenario: XYZ Corporation is experiencing significant growth and needs to hire 20 new customer service representatives over the next two months. This can be an exciting situation for the organization. The company is growing, and additional employees will ensure continued growth and increased revenue. Hiring these new employees, however, may pose some challenges. First, where will the company find qualified candidates for the new positions, and how will it encourage them to apply for the jobs? The company anticipates more than 200 applicants for the 20 open positions. How will it screen the résumés and applications so as to identify the most qualified individuals? Additionally, who will conduct the interviews, and, more importantly, how will the interviewers discern which applicants have the skills and abilities to best serve the company's customers? Finally, how will the company ensure that each stage of the selection process is legally and ethically fair? Most organizations encounter concerns such as these whenever they are faced with the prospect of hiring new employees.
Consider This: Can You Afford Not to Hire the Best?
Photo of a newspaper with the headline "Now Hiring" seen through a magnifying glass.
The expense of placing advertisements for a job opening is just one of the many costs associated with hiring a new employee.
Hiring can be very expensive. Consider the costs of hiring a new employee: There is the cost of advertising the job opening, which may include print ads, online ads, posting to a bulletin board, renting a booth at a job fair, or even paying a recruitment agency. Then, there are the costs of processing the applications, screening the applicants, contacting prospective interviewees, and then testing and interviewing applicants. These costs include not only the time of your human resources employees and hiring managers but also the opportunity costs, or productivity sacrificed because their time is not being spent on other productive activities. Then, once an employee is selected, there are the costs of orientation and training to get that employee ready to perform. Because the new employee is now on the organization's payroll, the costs of this orientation and training phase include both the manager's and the employee's time and opportunity costs.
Although hiring costs are high, hiring the wrong person can be even more costly. A Harvard University Study estimated that 80% of turnover can be attributed to faulty hiring decisions (Mengel, 2001). Turnover rate is the percentage of all the employees in an organization who leave in a given year. Turnover can be more expensive than hiring. When employees choose to leave an organization, not only does the hiring process have to be repeated to fill the vacancy, but there are also the costs of separating the departing employee, including the time of human resources employees and hiring managers as well a.
Hr Audit Can Be Beneficial In Todays Compliance Oriented Environment.4.27.12Barbara Richman, SPHR
HR audits can benefit companies by assessing compliance with employment laws and identifying
areas for improvement. While traditionally viewed as unnecessary, HR audits have become more
important in today's compliance-focused environment. An HR audit objectively examines policies,
procedures, and practices to determine gaps in legal compliance. Once issues are found,
corrective actions can be taken to reduce risks. Proper planning that considers the audit's scope,
interview subjects, documentation review, and a written report is necessary to conduct an
effective HR audit.
Please dont waste my time unless you’re willing to do the work..docxrowthechang
Please don't waste my time unless you’re willing to do the work. This paper is already written just need the research method paper done. An example is provide on how to do the work willing to pay $35.00 due midnight
Action Research Proposal: Research Method
Due Date:
Mar 23, 2015 23:59:59
Max Points:
160
Details:
Select the population and sample that is the focus of the action research project.
Describe the method of research to be applied and why it is most appropriate for the study. Describe the population, the sample, and how you intend to gather data to address the research problem.
Develop a research instrument that will be used to collect data from the sample population.
For help with questionnaires, view “PSC 495: Questionnaire Examples.”
THIIS IS THE PROPOSAL ALREADY WRITTEN
Synopsis of the Problem
In the recent past, a number of organizations have been adversely affected by the turnover rates that have been increasing progressively as from 2009. This has witnessed an increment in the number of organizations closing shop from approximately 1.8 million to more than 2 million between 2009 and 2012
(Larson, Lakin, & Bruininks, 1998)
. Aspects that include workforce recruitment and training costs, team dynamics and time restrictions in discovering and hiring newer talents have been adversely affected by the increase in worker turnover rates and have resulted in increment in expenditures. The unconstructive effects of the elevated employee turnover rates , therefore, informs the study on why the workers opt to desert they jobs even as organizational administrators strive to enhance the employee retention rates through increment in salaries and establishment of more favorable work milieus.
Statement of Purpose
This paper is therefore, written with the objective of analyzing the effect of various aspects, for instance, increased employee turnover rates, on the organization as well as their contribution to the increasing rates of employees opting to desert their jobs.
Description of the Action Research Project
This study will make use of two key research methodologies, namely; qualitative and quantitative research methodologies
(Barton, 2006)
. Given that the two methods facilitates the acknowledgement of rationale behind the increment in dissertation rates in addition to giving insight on how organization suffering from reduced employee retention rates function.
Reasons for the Proposal
Studies on the factors affecting employee retention and impacts of increased turnover rates have indicated that managers in organizations that have been acquired by another tend to dessert their jobs as a consequence of not being offered an opportunity and ample time to align to the novel organization
(Allen & Bryant, 2012)
. Additionally, workers tend to desert their jobs as a consequence of lack of faith owing to instability experienced by the mangers leaving their positions. This, therefore, leads to the question of what factors inf.
The document discusses job analysis which is the process of collecting information about the duties, responsibilities, skills, outcomes, and work environment of a particular job. It provides examples of what information should be collected in a job analysis including job duties, tasks, employee characteristics, and relationships. It also discusses different methods for collecting job analysis information such as questionnaires, interviews, and quantitative methods. The key points are that job analysis establishes the similarities and differences between jobs and helps create an internal job structure for compensation purposes.
HRM, SELECTION PROCESS, PLACEMENT & RETENTION PROGRAMME, HRM, HUMAN RESOURCE MANAGEMENT, MANAGING HUMAN RESOURCES, DIFFERENT DRIVERS OF RETENTION, MYTHS AND REALITIES, STRENGTHENING SELECTION & RETENTION, BUSINESS ADMINISTRATION, MANAGEMENT SCIENCE, EDUCATION AND LEARNING,
Week Four Learning Outcomes OMM618 Human Resources Management (MF.docxalanfhall8953
Week Four Learning Outcomes OMM618: Human Resources Management (MFG1322B)
This week students will:
1. Examine employee compensation factors, including direct financial payments and indirect payments.
2. Summarize the key attributes of a healthy ethical culture within an organization.
Readings
Read the following chapters in: A Framework for Human Resource Management:
1. Chapter 7: Compensating Employees
2. Chapter 8: Ethics and Fair Treatment in Human Resource Management
Discussions
To participate in the following Discussion Forums, go to this week's Discussion link in the left navigation:
1. Acme Manufacturing
Answer the questions to the case, "Salary Inequities at Acme Manufacturing," at the end of Chapter 7. Include at least one outside source supporting your answers. Explain your answers in 200 words. Respond to at least two of your fellow students' postings.
2. Ethics and Organizational Culture
Answer the questions to the case, "Enron, Ethics, and Organizational Culture," at the end of Chapter 8. Include at least one outside source supporting your answers. Explain your answers in 200 words. Respond to at least two of your fellow students' postings.
Assignments
To complete this assignment, go to this week's Assignment link in the left navigation:
Incentive Plans
Research and discuss at least two different types of incentive plans discussed in the text. Highlight the possible advantages and disadvantages of each. Find at least two articles through ProQuest that discusses incentive payment plans. Summarize your findings in a 3-5 page paper. Be sure to properly cite your resources using APA style.
Week 2 in Review
An examination of Trilogy provided insight into the complexities of various approaches to recruitment -- and the importance of incorporating recruitment into organizational strategies. From an HR perspective, the strategy involves many intra-related and inter-related aspects, such as job description, job analysis, recruitment methodologies, legal requirements, and a planned and cultivated organizational culture. It is all about Hiring Right! It is all about aligning organizational goals with individual goals to arrive at a place where work effort matches work productivity. Culture is the environment people work in, it’s the element that shapes your enjoyment, work relationship and work process. Culture is made up of values, beliefs, underlying assumptions, attitudes, and behaviors shared by a group of people (Heathfield, 2011). The employees at Trilogy all share similar interests and passions about their job, which means that working as a team would not be problematic. Trilogy has created an organizational culture that represents decision making, daily work practice, stories and legends.
Heathfield, S.M (2011) Culture: Your Environment for People at Work. Retrieved on June 29, 2011, from http://humanresources.about.com/od/organizationalculture/a/culture.htm
It is important to note that organizational culture should be devel.
The document outlines the key aspects of human resource management including the importance of HRM in gaining a competitive advantage, the HRM process of planning, recruiting, selecting, orienting and training employees, performance management and compensation. It also discusses current issues such as managing diversity, downsizing, work-life balance and legal compliance areas like sexual harassment. Specific topics covered include performance appraisal methods, factors influencing compensation, changing nature of career development, and suggestions for managing human resources and current workplace challenges.
The document discusses conducting a job analysis for an equine veterinarian position. It explains that a job analysis involves researching the position through collecting data, observing, and interviewing subject matter experts to understand the knowledge, skills, abilities, and characteristics needed. Specific questions are provided that could be asked to gather information about the veterinarian role. The analysis would determine the qualifications, cognitive requirements, necessary equipment, and ideal psychological profile of someone suited for the position. Conducting a thorough job analysis provides a foundation for hiring and retaining the right candidate to successfully fill the role.
This the paper thatS DUEAction Research Proposal Research .docxdivinapavey
This the paper that'S DUE
Action Research Proposal: Research Method
Due Date:
Mar 22, 2015 23:59:59
Max Points:
160
Details:
Select the population and sample that is the focus of the action research project.
Describe the method of research to be applied and why it is most appropriate for the study. Describe the population, the sample, and how you intend to gather data to address the research problem.
Develop a research instrument that will be used to collect data from the sample population.
For help with questionnaires, view “PSC 495: Questionnaire Examples.”
THIIS IS THE PROPOSAL ALREADY WRITTEN
Synopsis of the Problem
In the recent past, a number of organizations have been adversely affected by the turnover rates that have been increasing progressively as from 2009. This has witnessed an increment in the number of organizations closing shop from approximately 1.8 million to more than 2 million between 2009 and 2012
(Larson, Lakin, & Bruininks, 1998)
. Aspects that include workforce recruitment and training costs, team dynamics and time restrictions in discovering and hiring newer talents have been adversely affected by the increase in worker turnover rates and have resulted in increment in expenditures. The unconstructive effects of the elevated employee turnover rates , therefore, informs the study on why the workers opt to desert they jobs even as organizational administrators strive to enhance the employee retention rates through increment in salaries and establishment of more favorable work milieus.
Statement of Purpose
This paper is therefore, written with the objective of analyzing the effect of various aspects, for instance, increased employee turnover rates, on the organization as well as their contribution to the increasing rates of employees opting to desert their jobs.
Description of the Action Research Project
This study will make use of two key research methodologies, namely; qualitative and quantitative research methodologies
(Barton, 2006)
. Given that the two methods facilitates the acknowledgement of rationale behind the increment in dissertation rates in addition to giving insight on how organization suffering from reduced employee retention rates function.
Reasons for the Proposal
Studies on the factors affecting employee retention and impacts of increased turnover rates have indicated that managers in organizations that have been acquired by another tend to dessert their jobs as a consequence of not being offered an opportunity and ample time to align to the novel organization
(Allen & Bryant, 2012)
. Additionally, workers tend to desert their jobs as a consequence of lack of faith owing to instability experienced by the mangers leaving their positions. This, therefore, leads to the question of what factors inform the managers’ decision to leave their current employment following acquisitions and mergers and how this can be averted.
Some of the notable reasons behind desertion of jobs as noted b.
Unfamiliar with the SBIR program and don’t know where to start? Here are some tips from The Isis Group on how to prepare your company for your first SBIR/STTR submission.
Seminar in Public Human Resources Administration Questions & Key Te.docxedgar6wallace88877
Seminar in Public Human Resources Administration: Questions & Key Terms [Day Three]
Critical Thinking Questions
1. How does one’s value perspective influence the objectives of the recruitment and selection process? What does it mean to say that fairness is a social judgment rather than a scientific calculation?
2. What is meant by contextual factors that influence how well a person performs as an organizational member? How easy do you think it is to recruit and select for these factors? Does an emphasis on contextual factors conflict with an emphasis on recruiting for diversity?
3. Identify eleven steps in the recruitment and selection process. In an organization you are familiar with, which steps are the most difficult to perform? Why?
4. Compare and contrast centralized, decentralized, and web-based recruitment techniques.
5. Describe the concept of the psychological contract and identify a situation you are familiar with where it might be employed to help clarify and resolve differences.
6. Describe the basic components of equity and expectancy theory. How do they help to explain employee performance? Identify an example from your own life where equity theory or expectancy theory helps you understand why you did what you did.
7. Describe four approaches to productivity: total quality management, job enrichment, work/life balance, and teamwork. Select an organization you are familiar with. If you were responsible for charting a strategy for productivity improvement, which would you focus on and why?
Key Terms: Please define and give one example
1. acquisition function
2. centralized recruitment and selection
3. construct validation vs content validation vs criterion validation
4. test validation
5. true and false positives and negatives
6. administrative logic
7. development function
8. employee commitment vs psychological contract
9. extrinsic motivation vs intrinsic motivation
10. job enrichment vs job sharing
Case Study 3 Instructions: Recruiting and Selecting High-Level Managers through the Internet
You will complete the “Recruiting and Selecting High-Level Managers through the Internet” case in the Nkomo et al. text (#35 on pp. 112–113, 2011). You will write a 3–5-page essay (total does not include title page or reference page) that answers the 4 questions (1–4) on p. 113. Do not simply answer the questions. This is an essay and must be written to include an introduction, body, and conclusion. It may prove helpful to use the topic of the questions (advantages and disadvantages of internet recruitment and selection, the three approaches to online recruiting and selection, etc.) as section headers in your essay. Your response must be supported by at least 2 peer-reviewed resources. These resources must have been published within the last 5 years. Do not use other textbooks. The essay must be written in current APA format and include a title page, reference page, and in-text citations.
Note: This case study will not use.
Deliverable 6 - Making Contacts for the FutureTop of FormBotto.docxalisondakintxt
Deliverable 6 - Making Contacts for the Future
Top of Form
Bottom of Form
Assignment Content Nursing Home Admin future job
1.
Top of Form
Competency
Design a personal plan to use social media to benefit the student both personally and professionally as well as minimize online mistakes and their impact.
Student Success Criteria
View the grading rubric for this deliverable by selecting the “This item is graded with a rubric” link, which is located in the
Details & Information pane.
Instructions
Regardless of the career that you pursue or are currently pursuing, it is likely that the action of securing the resource of friends and professional acquaintances will be as valuable as any other action you could take.
Part 1:
First, take some time to reflect on your career and/or future career. If this includes more than one career path, then focus on the one that you are most concerned with in the long term. This might include working in a specific field, starting a business, or any other pursuit you are currently working on or plan to work on in the future. The choice behind the pursuit you will focus on is a personal choice.
Write two pages on why this particular career and/or pursuit is your choice. Reflecting on the why behind your wish to achieve a goal will help to make it feel more tangible to you. This exercise of reflection should serve to remind you of your motivation and will be a good thing to refer back to if your motivation ever gets low. The "why" behind a pursuit is oftentimes more important than the "how" of a pursuit. If you have a strong enough "why," you will find the "how."
Part 2:
For the second part of this assignment, make a list of the types of people that could help you in your career and why those people would be good contacts to have. This list should be general in nature, meaning you should list professions or names of positions within companies rather than specific names.
You should list general fields or positions like accountants, attorneys, marketing managers, CEOs, etc., rather than any specific names. Be sure to list at least five professions or types of people.
Part 3:
Next, consider which social media platforms you could use to make personal contacts that could help you in your pursuit along with why and how you could use each. Ensure that the platform and your use of it line up with the specifics behind your chosen future goal.
Describe at least three different platforms you could use, along with why you would use it, and how you would use it for each of the three.
· Platform #
· Why?
· How?
· Platform #
· Why?
· How?
· Platform #
· Why?
· How?
Part 4:
Finally, put all of this together and take action. The next part of this assignment is where you can make a big difference in your grade as well as in your real life pursuit of a goal!
Reach out through the avenue of social media and make contact with three people that you do not currently know. Describe who you contacted and why .
This job analysis report summarizes the results of a job analysis conducted for the Senior Recruiter position at AMTIS, Inc. A questionnaire was administered to three subject matter experts to gather data on the tasks, responsibilities, knowledge, skills, abilities, and other characteristics required for the position. The results identified locating qualified applicants, communicating with candidates and hiring managers, and planning recruitment strategies as key functions of the role. Key qualifications included knowledge of discrimination laws, strong interpersonal and communication skills, and the ability to maintain confidentiality. The job analysis provides a comprehensive overview of the essential elements of the Senior Recruiter position.
The document discusses recruitment and selection processes at IMS Learning Resources Pvt. Ltd. It begins by outlining the objectives of studying their employee hiring process. It then describes the research methodology and importance/scope of the project. The document discusses internal and external factors that affect recruitment. It provides details on various internal sources of recruitment like current employees, former employees, and referrals. It also discusses external sources such as employment exchanges, advertisements, professional associations, and campus recruitment. The summary highlights the key topics and goals covered in the recruitment and selection case study.
A study of the recruitment and selection processAlexander Decker
The document discusses a study of the recruitment and selection process at SMC Global Securities Ltd. It begins with introducing the concepts of recruitment and selection, their importance and methods. It then outlines the research methodology used which was exploratory in nature and involved questionnaires with a sample size of 30 employees. The findings showed that the company considers job portals and employee references as the most important recruitment sources. It was also found that the selection process considers cost-benefit ratios and aims for a high ratio of selected to joining candidates. In conclusion, the study found the company's recruitment and selection process to be generally effective while noting some areas for improvement.
Similar to Running head SLEEP TIGHT INN 1SLEEP TIGHT INN2.docx (18)
250-500 words APA format cite references Check this scenario out.docxjeanettehully
250-500 words APA format cite references
Check this scenario out. Long term care can consists of servicing patients need at a patient's home, providing meals, transportation and in home therapy. Some long term care is within the home and some can be rehab. Lets say there is a growing need to extend those services to our growing need in elderly population. Part of that need is a demand for servicing the increasing population of the Hispanic community. We as a team need to meet with a cross- functional management team that can relay the need and services outside of the facility. We need hired people who are bilingual that can work the call center, deliver food, offer in home therapy, and provide transportation.
Our audience will be the new management team. Each member of the coordination of care team of management will cover or be responsible for one of those areas. Our standpoint will be that we are the board of directors that would be talking with them.
Giving the above screnario my part of assignment is to come up with strategies of the transition and what methods may be needed?
.
2 DQ’s need to be answers with Zero plagiarism and 250 word count fo.docxjeanettehully
2 DQ’s need to be answers with Zero plagiarism and 250 word count for each question. Due in 6 hours TODAY! Please include all references if necessary.
Week One DQ1
Week One DQ3
To clarify... these ratios are part of the DuPont model, and the DuPont model considers liquidity as one of the factors to be evaluated, but at the end of the day, the DuPont model is all about return on equity... basically getting your money's worth. Given that, what are the elements of liquidity and how do they lead us into the discussion on equity? Why is this important to understand?
.
270w3Respond to the followingStress can be the root cause of ps.docxjeanettehully
270w3
Respond to the following:
Stress can be the root cause of psychological disorders. Name four symptoms shared by acute and posttraumatic stress disorders.
What life events are most likely to trigger a stress disorder?
Traumatic events do not always result in a diagnosable
PSYCHOLOGICAL
disorder. What factors determine how a person may be affected by one such event?
What is the link between
PERSONALITY
styles and heart disease?
List and briefly describe four psychological treatments for physical disorders.
.
250 word response. Chicago Style citingAccording to Kluver, what.docxjeanettehully
250 word response. Chicago Style citing
According to Kluver, what are the ramifications of technology and globalization on global communication?
Compare Kluver’s arguments with endangered languages, and with the readings about the Digital Divide. How do they compare? From these readings, what are the general trends of communication?
Readings
Jandt, Fred E. (editor) Intercultural Communication: A Global Reader. Thousand Oaks, CA: Sage. 2004
“Globalization, Informatization, and Intercultural Communication,” Kluver, Jandt pages 425-437
“Part II: Language,” Introduction, Jandt pages 99-102
“Babel Revisited,” Mühlhäusler, Jandt pages 103-107
“Africa: The Power of Speech,” Bâ, Jandt pages 108-111
http://en.wikipedia.org/wiki/Digital_divide
http://www.endangeredlanguages.com/
.
250+ Words – Strategic Intelligence CollectionChoose one of th.docxjeanettehully
The Collection Management function oversees intelligence gathering to support strategic analysis. At the CIA, analysts are separated from the intelligence collectors, so some question if this model is effective. Strategic intelligence collection uses methods aimed at supporting strategic analysis, with strategic meaning long-term and focused on understanding adversaries and their capabilities.
2–3 pages; APA formatDetailsThere are several steps to take w.docxjeanettehully
2–3 pages; APA format
Details:
There are several steps to take when submitting a claim form to the insurance company for reimbursement. The result of a
clean claim
is proper reimbursement for the services the facility has provided.
In this assignment, you will be addressing the claims submission process and the follow-up.
Include the following in your submission:
List all of the information that is important before the claim can be submitted.
Discuss some of the reasons why a claim may be rejected.
What steps should be taken to check the claim status?
.
250 Word Resoponse. Chicago Style Citing.According to Kluver, .docxjeanettehully
Kluver argues that technology and globalization are leading to increased global communication but also threaten endangered languages. This compares to readings on the digital divide showing unequal access to technology, and endangered language articles demonstrating languages disappearing. Overall, trends point to more connected communication worldwide but also loss of local languages and cultural diversity as dominant languages and technologies spread.
250 word mini essay question.Textbook is Getlein, Mark. Living wi.docxjeanettehully
250 word mini essay question.
Textbook is: Getlein, Mark. Living with Art, 9th Ed., New York: McGraw-Hill, 2010.
Please Cite in MLA format.
1. Distinguish between the Paleolithic and Neolithic Periods in terms of time and cultural developments.
2. Compare and contrast specific examples of artifacts, practices, and systems of belief.
3.Discuss why art survives or does not. Include the four reasons Getlein cites for how art survives, giving an example of art work from both the Paleolithic and Neolithic Periods that meet one of these requirements.
4. What types of art work or materials would not likely survive?
5. How might this affect our opinion of a culture?
.
250 word discussion post--today please. Make sure you put in the dq .docxjeanettehully
250 word discussion post--today please. Make sure you put in the dq that the research paper focused around recent Civil Rights in the Mississppi Area
How do you define Mississippi?
In your post, identify your thesis and the sources you used to prove your argument. Discuss how you came to define Mississippi and what conclusions you made about the state. Make sure to point out the general areas of History that you discuss and what events, people, or ideas were especially important to your interpretation of Mississippi History. What readings, from Bond, Busbee, or another source you found, profoundly influenced your view of the state? Overall, has your view of Mississippi changed or mostly stayed the same? What can we learn about Mississippi today from your paper? Is Mississippi as a "closed society" (Silver, 1964) an accurate way to look at the state? Has this been true at some point in the past, but is no longer true? What time period is most crucial to understanding Mississippi and best defines it?
Some examples of different periods in Mississippi History are:
pre-European Mississippi
colonial Mississippi
territorial Mississippi
antebellum Mississippi
Civil War/Reconstruction Mississippi
Jim Crow Mississippi
Mississippi during the Civil Rights Movement
Post Civil Rights Mississippi
.
2By 2015, projections indicate that the largest category of househ.docxjeanettehully
2
By 2015, projections indicate that the largest category of households will be composed of
·
[removed]
childless married couples and empty nesters
·
[removed]
married couples with children
·
[removed]
single-parent families
·
[removed]
singles living with nonrelatives
3
Which of the following elements of sociocultural environment can be associated with the growing demand for social surrogates like social networking sites, television, and so on?
·
[removed]
Views of nature
·
[removed]
Views of others
·
[removed]
Views of ourselves
·
[removed]
Views of organizations
Wabash Bank would like to understand if there is a relationship between the advertising or promotion it does and the number of new customers the bank gets each quarter. What type of research is this an example of?
·
[removed]
Secondary
·
[removed]
Exploratory
·
[removed]
Causal
·
[removed]
Qualitative
5
Which strategy does this exemplify? Kayak and Orbitz provide their customers with a variety of travel options including flight reservations, vacation packages, flight and hotel options with or without car rentals, and cruise offerings.
·
[removed]
Diversification
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[removed]
Promotional
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[removed]
Differentiation
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[removed]
Focus
A company's sales potential would be equal to market potential when which situations exists?
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[removed]
The marketing expenditure of the company is reduced to zero.
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[removed]
The company gets 100 percent share of the market.
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[removed]
Industry marketing expenditures approach infinity for a given marketing environment.
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[removed]
The market is nonexpandable.
Marketing is considered both an art and a science. How do the 4Ps, or marketing mix, help us bridge the gap between art and science?
·
[removed]
Marketing focuses on sales as the primary goal.
·
[removed]
Marketing is involved with price as the major factor.
·
[removed]
Marketing is about advertising.
·
[removed]
Marketing balances the need for data with that of creativity.
In the U.S., consumer expenditures on homes and other large purchases tend to slow down during a recession because
·
[removed]
of steady supply of loanable funds in the economy during recession
·
[removed]
consumer borrowing increases during recession
·
[removed]
of stringent credit policies adopted by the Fed before the onset of recession
·
[removed]
the consumers have a high debt-to-income ratio
Which of the following statements demonstrates behavioral loyalty towards a brand?
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[removed]
Myfavorite Laundry detergent is so easy to use.
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[removed]
I always buy Myfavorite Laundry detergent when purchasing laundry detergent.
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[removed]
My friends agree Myfavorite Laundry detergent is the best.
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[removed]
Myfavorite Laundry detergent smells good.
When Apple introduced iTunes, a new market was opened. Which of the following describes this type of innovation?
·
[removed]
Operational excellence
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[removed]
Value capture
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[removed]
Presence
·
[removed]
Value chain
11
Which of.
29Answer[removed] That is the house whe.docxjeanettehully
29
Answer:
[removed]
That is the house "where I grew up."
The words in quotes make up an adjective clause. An adjective clause does
what an adjective does: it modifies the noun "house." Adjective clauses
begin with that, which, where, who, whom, or whose. Type the first word
followed by a space and the last word of the adjective clause in the
following sentence:
The doctor examined a man whose hands were colder than the rest of
his body.
30
Answer:
[removed]
That is the house "where I grew up."
The words in quotes make up an adjective clause. An adjective clause does
what an adjective does: it modifies the noun "house." Adjective clauses
begin with that, which, where, who, whom, or whose. Type the first word
followed by a space and the last word of the adjective clause in the
following sentence:
Mrs. Carnack has a cousin whom she would like us to meet.
31
Answer:
[removed]
That is the house "where I grew up."
The words in quotes make up an adjective clause. An adjective clause does
what an adjective does: it modifies the noun "house." Adjective clauses
begin with that, which, where, who, whom, or whose. Type the first word
followed by a space and the last word of the adjective clause in the
following sentence:
Who was the person who won the track meet?
32
Answer:
[removed]
That is the house "where I grew up."
The words in quotes make up an adjective clause. An adjective clause does
what an adjective does: it modifies the noun "house." Adjective clauses
begin with that, which, where, who, whom, or whose. Type the first word
followed by a space and the last word of the adjective clause in the
following sentence:
The restaurant where there was music was almost deserted.
33
Answer:
[removed]
That is the house "where I grew up."
The words in quotes make up an adjective clause. An adjective clause does
what an adjective does: it modifies the noun "house." Adjective clauses
begin with that, which, where, who, whom, or whose. Type the first word
followed by a space and the last word of the adjective clause in the
following sentence:
Find a boy whose eyes are green.
34
Answer:
[removed]
That is the house "where I grew up."
The words in quotes make up an adjective clause. An adjective clause does
what an adjective does: it modifies the noun "house." Adjective clauses
begin with that, which, where, who, whom, or whose. Type the first word
followed by a space and the last word of the adjective clause in the
following sentence:
The tale that was told that night was never forgotten.
35
Answer:
[removed]
That is the house "where I grew up."
The words in quotes make up an adjective clause. An adjective clause does
what an adjective does: it modifies the noun "house." Adjective clauses
begin with that, which, where, who, whom, or whose..
250 words discussion not an assignementThe purpose of this discuss.docxjeanettehully
250 words discussion not an assignement
The purpose of this discussion is to gain a more complete awareness of the extent of socio-environmental influences impacting the development of adolescents. Triandis (as cited in Coon and Kemmelmeier, 2001) states, "Individualism and collectivism are broadly defined cultural syndromes that encompass a number of elements, including values, norms, goals, and behaviors" (Coon and Kemmelmeier, 2001, p. 348).
Consider the audio piece in this unit's studies (also linked in the Resources) that compares two teens' viewpoints of life within their cultural domains. This piece highlights the impact of family, community, and cultural beliefs and values on an individual's development. For your initial post in this discussion, explore these influences by addressing the following questions:
How does exposure to media influence the manner in which adolescents develop?
How does exposure to peers influence development in both systems?
Using the reading from the textbook on risky behaviors, how might adolescents' influences and understanding of risk be different, based on their culture and expectations of self?
The optional reading in this unit's studies may provide additional information to support your post, if you choose to use it.
Response Guidelines
Respond to one learner by supporting his or her analysis of the two teens with additional information you have acquired outside of the textbook. Cite and reference your source with proper APA formatting. Be sure to address concepts in the post and find any similarities in your thinking as well.
Reference
Coon, H. M., Kemmelmeier, M. (2001). Cultural orientations in the United States: (Re)Examining differences among ethnic groups.
Journal of Cross-Cultural Psychology, 32
(3), 348–364. Thousand Oaks, CA: Sage.
.
25. For each of the transactions listed below, indicate whether it.docxjeanettehully
25. For each of the transactions listed below, indicate whether it is an operating (O), investing (I) or financing (F) activity on the statement of cash flows. Also, indicate if the transaction increases (+) or decreases (-) cash. 12 points
Transaction Type of Activity Effect on Cash
A) Paid dividends to the owners
B) Purchased equipment by paying cash
C) Issued stock for cash
D) Paid wages to employees
E) Repaid the bank loan
F) Collected cash on account from customers
.
250-word minimum. Must use textbook Jandt, Fred E. (editor) Intercu.docxjeanettehully
250-word minimum. Must use textbook: Jandt, Fred E. (editor) Intercultural Communication: A Global Reader. Thousand Oaks, CA: Sage. 2004 and articles provided. MLA citation.
Levi-Strauss and Hofstede portray culture as a dichotomy. What are the implications of such a dichotomy? How do these variants affect you when you attempt to communicate with other cultures? Likewise, how do these variants affect your audience when you attempt to communicate with them?
.
250-500 words APA format cite references Check this scenario o.docxjeanettehully
250-500 words APA format cite references
Check this scenario out. Long term care can consists of servicing patients need at a patient's home, providing meals, transportation and in home therapy. Some long term care is within the home and some can be rehab. Lets say there is a growing need to extend those services to our growing need in elderly population. Part of that need is a demand for servicing the increasing population of the Hispanic community. We as a team need to meet with a cross- functional management team that can relay the need and services outside of the facility. We need hired people who are bilingual that can work the call center, deliver food, offer in home therapy, and provide transportation.
Our audience will be the new management team. Each member of the coordination of care team of management will cover or be responsible for one of those areas. Our standpoint will be that we are the board of directors that would be talking with them.
Giving the above screnario my part of assignment is to come up with strategies of the transition and what methods may be needed?
.
250+ Words – Insider Threat Analysis Penetration AnalysisCho.docxjeanettehully
250+ Words – Insider Threat Analysis / Penetration Analysis
Choose one of the following. The first is insider threat analysis and the other is the threat presented by hostile intelligence operations. Be challenging and show what you know.
Topic 1
Insider threats come from individuals who operate inside friendly intelligence and national security organizations who purposefully set out to cause disruption, destruction, and commit crimes to those ends. Please read
Insider Threat IPT
and
Solving Insider Threat
in the Course Materials Folder. Using the web or the online library choose a high profile case of insider threat (cyber, intelligence, military) and draft a 350 word summary of the case highlighting successes or failures of
analysis
in bringing resolution to the case. What analysis methods can you discern? What do think could have been done differently to improve the analysis?
--or--
Topic 2
Complete reading
Foreign Espionage Threat
and
Observations on the Double Agent
and
Social Courtesy
. In the penetration of a hostile intelligence service analysis is central to identifying, pursuing, and preparing the recruitment of an agent. In 350 words please research the Oleg Penkovsky, Aldritch Ames, or Jonathan Pollard cases. Provide a summary of the role of analysis in the recruitment and running of these agents from the perspective of their handlers (the US/British, Soviet Union, and Israel, respectively). You'll need to conduct additional research on the web or in the online library to help you develop a factual understanding of the case you choose.
.
250 wordsUsing the same company (Bank of America) that you have .docxjeanettehully
250 words
Using the same company (Bank of America) that you have using in previous weeks, please review its cashflow sheet The statement of cash flows is divided into three parts: (1) operational cash flows, (2) financing cash flows, and (3) investment cash flows. Discuss the primary components of each of these sections of the cash flow statement:
Operational cash flows:
Use the direct method, which focuses on the sources of cash and the uses of operating cash such as cash from customers minus cash payment for expenses and payments to creditors.
Financing cash flows:
This should include cash received as the owner’s investment and cash withdrawals by owners.
Investing cash flows:
These include cash from investing activities (in other companies or securities) and any cash paid to make these investments.
.
250 mini essay questiontextbook Getlein, Mark. Living with Art, 9.docxjeanettehully
250 mini essay question
textbook: Getlein, Mark. Living with Art, 9th Ed., New York: McGraw-Hill, 2010 Please include citations in MLA format.
First, describe the shift in the Roman Empire that created Byzantium in the East and what would eventually become Europe in the West and explain the impact of this political, religious, and social split on the art produced in these regions in this era. Provide specific examples of particular works of art or architecture to illustrate your points.
Second, trace the subsequent development of art in the East and the West from the Early through the High and Late Middle Ages by citing specific works of art or architecture and describing characteristic features these works exemplify. Be sure to include the each of the following terms in your discussion:
-animal style
-Carolingian
-Romanesque
-Gothic
.
22.¿Saber o conocer… With a partner, tell what thes.docxjeanettehully
22.
¿
Saber
o
conocer
…?
With a partner, tell what these people know, using
saber
or
conocer
.
Natalia [removed] al suegro de Mirta. Ella [removed] dónde vive él, pero no [removed] su número de teléfono.
David [removed] muchas ciudades de España, pero no [removed] hablar español.
Estela [removed] muchos poemas de ese poeta, pero no [removed] ninguno de memoria.
Roberto [removed] a la familia que da la fiesta de Año Nuevo, pero no [removed] dónde es la fiesta.
Yo [removed] que Lorca es un poeta español.
.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
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.
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
हिंदी वर्णमाला पीपीटी, hindi alphabet PPT presentation, hindi varnamala PPT, Hindi Varnamala pdf, हिंदी स्वर, हिंदी व्यंजन, sikhiye hindi varnmala, dr. mulla adam ali, hindi language and literature, hindi alphabet with drawing, hindi alphabet pdf, hindi varnamala for childrens, hindi language, hindi varnamala practice for kids, https://www.drmullaadamali.com
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
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Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
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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.
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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.
Running head SLEEP TIGHT INN 1SLEEP TIGHT INN2.docx
1. Running head: SLEEP TIGHT INN 1
SLEEP TIGHT INN 2
Week 4 Homework
Sleep Tight Inn
Sean Hall
Prepared for Dr. Nicole Runyon
Park University
7/2/19
Sleep Tight Inn Question 4A: Mr. Jones knows that the resort is
covered by the Immigration Reform and Control Act but that
Mimi Clause did not follow the law. He specifically wants to
know what must be done to comply with the law. What should
be done about the lack of records on the current employees?
What should be done if he finds employees who cannot meet the
legal requirements?In the labor sector, there are several legal
frameworks that guide institutions during the recruitment
2. process. Employee information is among the key aspects an
organization is supposed to hold dear. Employee details such as
personal details, contact details, employment details, payroll
records, job details as well as information pertaining to awards
and achievement every employee have (Penn, & Pennix, 2017).
This information helps the organization identify employees who
meet the thresholds that are laid out under various legal
frameworks that the organization works under. This paper will
review various issues pertaining to employee information in
recruitment and how it helps the organization fulfil the legal
demands it is obligated to.
Mr. Jones and his human resource management team should
perform several tasks. An audit of the documents presented by
employees during recruitment should be done. This will help the
human resource department identify fake documents. Incomplete
records should be filled while appropriately. Correcting these
documents significantly reduces the risk of legal actions against
the organization. the information should be clear, legible and
easier to read. Employee information sections should be duly
filled. Once the recruitment staff identify fake documents. The
respective employees should be handed over to the respective
legal entities available.
Documents that are hard to read, there is no action to take
regarding this occurrence. The guidelines provided by the
emigration department dictate that the organization is no ability
to determine the genuinely of documents based on photocopies
of those documentations (Clark, George, & Lloyd, 2018). The
guidelines indicate that the employer should not request
documentation from an employee primarily because the
photocopies of their documents are unclear. The organization
can then verify the social security numbers of employees in the
organization. The social security administration offers
verification techniques that help to match the employee’s social
security numbers with their names. This process is helpful for
identifying the legality of employee’s presence in the
organization. employees who do not meet the required
3. thresholds should be given notices to provide necessary
documentation or dismissal altogether.
Question 4B: In the past the Resort has used a simple selection
process. Applicants for vacancies complete an application blank
that is screened by the secretary. The employment supervisor or
the department manager then interviews the successful
applicants. In some instances, departments used additional tests
which were developed at the Resort. The employment
supervisor maintains some background information but not on a
consistent or structured basis. Mr. Jones wants to know if we
can use the tests created at the Resort and how to make them
more legally defensible?
Pre-employment testing helps an organization to perform a
recruitment process that is justifiable within the constraints of
the law as well as ensuring equitability along with ensuring that
the recruitment process is objective. Tests that test skills and
traits that are oriented to the job vacancy in consideration are
more legally justifiable. For this reason, we shall make
assessments of issues to do with recruitment tests to identify
how to make them defensible.
Mr. Jones should ensure that the resort's recruitment procedure
is in line with the uniform guidelines on employee selection
procedures. First, the organization needs to identify the
principles that are uniform with regard to testing and selection.
These principles should primarily be guided by the ethics
enshrined in employment commissions such as the equal
employment opportunity commission (Noe, Hollenbeck,
Gerhart, & Wright, 2017). The principles of the federal
government should also be considered while making an
organization’s internal principles.
Employment decisions in testing, selection and
promotions, hiring as well as retention should be followed in a
consistent manner. Licensing and certifications provided under
the federal laws are a key component in testing as well as
selection. Where selection procedures are in place, it is easy to
establish a legitimate interest in the job vacancies in an
4. organization as well as building trustworthy workmanship in an
organization.
The impact of information is insurmountable in an
organization. the organization should hold important
information concerning their employees that indicates the
impact of the tests they perform on their employee’s
information retained on unsuccessful applicants can be used to
prove that no bias methods were used in the recruitment
process. Employee records kept can be grouped according to
age, sex, ethnic affiliations as well as race (Sankar, & Parker,
2017). These records will always help the organization in
justifying their employment quotas based on recorded statistics.
The organization should moreover, consider having a policy on
equal employment opportunity. Federal enforcement agencies
will always consider the general principles an organization has
in ensuring an equal opportunity are afforded to people from all
subsets of society.
In conclusion, the information, in this case, is viewed as the
most important item for guaranteeing that the organization
shields itself from legal risks. Information coupled with good
principles will guarantee efficient human resource management
of the institution.
References
Clark, K., George, A., & Lloyd, K. (2018). Trust (Your
Employees), but Verify (What They Are Doing) and Keep the
Verification. Home healthcare now, 36(2), 132-133.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M.
(2017). Human resource management: Gaining a competitive
advantage. New York, NY: McGraw-Hill Education.
Penn, I. A., & Pennix, G. B. (2017). Records management
handbook. Routledge.
Sankar, P. L., & Parker, L. S. (2017). The Precision Medicine
Initiative’s All of Us Research Program: an agenda for research
on its ethical, legal, and social issues. Genetics in Medicine,
19(7), 743.
5. CSCI-UA.0421: Numerical Computing
Computer Science Department
New York University, Spring 2012
Instructor: Margaret H. Wright
Course Projects
List of possible projects handed out March 6, 2012
Topics to be chosen and approved by March 27, 2012
Project due April 27, 2012
Purpose of the project. The project in this course is intended to
represent, to a large
extent, your own individual original work, including
consideration of related previous work,
significant numerical computation devised by you, and the
associated insights that you gained
6. from the project.
Form of the project. A project should have the form of a
scientific paper, i.e., typed pages,
beginning with the project title, your name (as author), an
abstract, the project body, and
a bibliography. The project body is likely to consist of at least
5–7 pages that describe the
topic, summarize your investigations, and state what you
learned, based on a combination
of mathematical analysis and computational experiments.
(However, there are no rigid rules
about length.) A supplement containing your code (or code from
others, properly attributed)
that was used for the computations should be provided.
Advance approval. Each student must arrange an individual
meeting with me to discuss
his/her project before starting serious work on it. As part of the
discussion (possibly after-
wards), I will ask for a “prospectus” in which you describe your
project in general terms.
Submitted projects whose topics I have not explicitly approved
in advance will receive no
points.
Your project for Numerical Computing should not be a recycled
version of a project pre-
viously done for another class.
Grading. As discussed in class, your project will count as at
least 30%, but no more than
40%, of your grade in the course (depending on which result is
more favorable to you).
Your project grade will be based on (1) knowledge and
7. understanding of numerical computing,
(2) creativity in applying this knowledge and understanding to a
new problem, (3) clarity and
correctness of explanations and examples, (4) insightfulness of
the computational testing, and
(5) originality. The exposition of the paper as well as the
quality of its content will count in
the grade.
Citing the work of others. I expect everyone to seek references
and information on the
Web and in the library beyond the initial pointers mentioned
below. It is essential for your
project to cite any and all reference material used in the project,
including material from the
Web. A failure to cite work by someone else that you use in
your project will be considered
plagiarism.
2
The following list provides several suggestions. If you wish to
do your project on some other
topic, that is fine as long as it meets the criteria described
above and I have approved the
project in advance following our individual meeting.
1. Condition estimators. Various procedures have been
suggested for obtaining an estimate
of the condition of a matrix without forming an explicit inverse.
For background, see Chapter 15
of Nick Higham’s book Accuracy and Stability of Numerical
Algorithms (second edition, 2002),
published by the Society for Industrial and Applied
8. Mathematics (SIAM; www.siam.org). This
project could (for example) describe the more popular condition
estimators, including their
strong and weak points, trying them out on your own examples
using Matlab, and commenting
on the overall usefulness of such techniques.
2. Linear algebra in Web search, data mining, and clustering.
This is a very large
topic, suitable for more than one project.
The 2011 Research Experiences for Undergraduates (REU)
project supervised by Carl
Meyer, Professor of Mathematics at North Carolina State
University, focused on mathematical
and computational techniques used in data mining, search, and
information retrieval sys-
tems. The final report
(http://meyer.math.ncsu.edu/Meyer/REU/REU2011/REU2011.ht
ml)
describes several approaches that were taken, including
discussion of the linear algebra issues.
Amy Langville, a former PhD student of Carl Meyer, is now on
the faculty at the College
of Charleston. Her web site contains many pointers and
references about her research on
clustering and ranking; see http://langvillea.people.cofc.edu/.
3. Smoothed analysis applied to Gaussian elimination. This
project is likely to appeal
to people who are interested in theoretical computer science.
Dan Spielman (Yale) and Shang-
Hua Teng (University of Southern California) developed a
remarkable approach, smoothed
analysis, that tries to explain the observed behavior of
9. algorithms in practice, particularly
algorithms with poor worst-case complexity that tend to work
well in practice. See the discus-
sion of Gaussian elimination and condition number in
www.cs.yale.edu/homes/spielman/Research/nopivotdas.pdf and
cacm.acm.org/magazines/2009/10/42479-smoothed-
analysis/fulltext
and also more recent papers on Spielman’s website:
www.cs.yale.edu/homes/spielman/SmoothedAnalysis.
4. Numerical computing in econometrics. The MathworksTM
Econometrics Toolbox
provides several functions for modeling economic data.
Depending on your interests, several
possible projects could be defined in which you would choose a
particular problem and try
different numerical methods for different scenarios/data,
explaining strategies that work well
and situations when difficulties can arise.
5. Principal component analysis; factor analysis. Principal
component analysis (PCA)
is a technique used in statistics to identify the “most important”
elements in a data set and
to reduce dimensionality to the features that matter the most.
Numerous tutorials about
PCA can easily be found on the Web, and the better ones
discuss the SVD; see, for example,
www.snl.salk.edu/∼shlens/pca.pdf.
Factor analysis is related to PCA but is not exactly the same. As
with PCA, many tutorials
about factor analysis can be found on the Web, for example
www.chem.duke.edu/∼clochmul/tutor1/factucmp.html.
10. 3
A variety of projects related to PCA or factor analysis would be
appropriate as long as
they include a discussion of numerical methods, your own
interesting computational results,
and your analysis of the results.
6. The global warming “hockey stick” controversy. Principal
component analysis plays
a key role in a scientific and political controversy that started in
1999 about global warming.
For (too much) information, just Google ‘hockey stick
controversy principal’ and start with
the Wikipedia article.
7. Deblurring images. The book Deblurring Images: Matrices,
Spectra, and Filtering
(2006), by Per Christian Hansen, James Nagy, and Dianne
O’Leary, published by SIAM and
available in the Courant library, shows how numerical
computing techniques are applied in
deblurring images. Related material, including images for
testing and experiments, is also
available at www2.imm.dtu.dk/∼pch/HNO.
8. Strong words by Velvel Kahan on roundoff error. As
discussed in class, Professor
William (“Velvel”) Kahan, University of California, Berkeley,
was the principal mover in cre-
ation of the IEEE floating-point arithmetic standard. His
pungent commentary on some of the
difficulties with performing assessments of roundoff errors can
be found at
11. www.eecs.berkeley.edu/∼wkahan/Mindless.pdf.
Sections 2 and 8 of this document (especially the examples from
Excel) suggest several projects.
9. The IEEE Standard for Floating-Point Arithmetic (IEEE 754-
2008). For back-
ground, a project on this topic could start with the Wikipedia
article, a 1998 interview
with Velvel Kahan
(www.cs.berkeley.edu/∼wkahan/ieee754status/754story.html),
and
a 2008 paper by David Monniaux (in the context of software
verification), “The pitfalls of
verifying floating-point computations”
(dl.acm.org/citation.cfm?id=1353446).
10. Applications of the SVD. An increasing number of
researchers in medicine, especially
those who rely on images, use the singular value decomposition.
See, for example
www-sop.inria.fr/asclepios/Publications/Reyes/mreyes-
3DFull05.pdf (respiratory mo-
tion correction in lung tomography), and
public.lanl.gov/mewall/kluwer2002.html (gene expression
analysis)
11. Safeguarded line searches in optimization. In class, we
briefly discussed the concept
of safeguarded methods for one-dimensional zero-finding. An
analogous problem in optimiza-
tion is performing a “line search”: given a nonlinear function f
(x) of n variables, an n-vector
x0, and a direction p, find a scalar step α such that f (x0 + αp) is
“sufficiently less” than f (x0);
see “Line search algorithms with guaranteed sufficient
decrease”, by Jorge Moré and David
12. Thuente, ACM Transactions on Mathematical Software 20, 286–
307 (1994) (obtainable online
via the ACM Digital Library). A project on this topic could (for
example) explain the difficul-
ties in designing a fully reliable line search, also provide
illustrative numerical experimentation.
12. Calculation of special functions. The Digital Library of
Mathematical Functions,
hosted at the National Institute of Standards and Technology
(NIST) (dlmf.nist.gov), ex-
plains in great detail how special functions like sine and
exponential are calculated. A project
on special functions could investigate the techniques used in
calculating selected common spe-
cial functions, discussing the tradeoffs in accuracy, computation
time, and possible dependence
on specific hardware features.
4
13. Safeguarded zero-finding methods. Our in-class discussion
of these methods touched
only on general principles. A project would involve looking at
the nitty-gritty details of one
safeguarded method, such as Matlab’s fzero. Essential
background reading is Kahan’s paper
“Personal calculator has key to solve any equation f (x) = 0”;
this paper, called “SOLVE key
on the HP 34-C”, is available at
www.cs.berkeley.edu/∼wkahan/Math128
14. Rank-estimation strategies and low-rank approximations. In
class, we barely
13. skimmed the surface of this important topic. A project could
look at possible strategies
for deciding about numerical rank, and investigate the
reliability and effort associated with
various strategies. For example, how does Matlab estimate
rank? What are the consequences
of conservative/liberal strategies, illustrated by numerical
examples?
15. How to calculate the singular value decomposition and the
eigendecomposi-
tion. Using Matlab, we take the commands for SVD (svd) and
eigendecomposition (eig) for
granted. This project would involve finding out how the SVD
and/or the eigendecomposition
are actually computed, including backward/forward error
analysis properties, ensuring high
relative accuracy even when the singular values/eigenvalues are
small in norm, etc.
Scientific Computing -I
First LastnameTitle: Numerical Methods for Solving Black-
Scholes Implied Volatility
In fulfillment of CISC
Summer 2017
1. Proposal
This proposal explores numerical methods for solving financial
option pricing problems. The goal is to identify and develop
efficient techniques that converge for European and American
options, under uncertain volatility. Objective of the current
project is to implement binomial and Black-Scholes models
using numerical methods in Python and evaluate the
performance2.Background
In the early 1970s, Fisher Black and Myron Scholes [1]
14. proposed a differential equation to represent financial derivative
prices under no-arbitrage conditions. Using this equation,
analytical solutions were derived for option pricing. This
resulted in rapid growth of financial derivatives creation, usage
and across the world. Many enhancements were proposed to the
(Black-Scholes Merton) BSM models to incorporate real market
conditions. This created a need for reliable option price
computation. Due to the non-linear nature of problem,
numerical methods are deployed as explicit formulas are not
available
Also, apart from option prices, deriving implied volatility from
market prices is also of significance for the traders. For
deriving implied volatility, even under BSM, numerical methods
are required.
As the computing power improved, numerous numerical
methods have been tried. 3. Proposed Methodology
We will price European options using BSM and Binomial
method. Also, we will compute implied volatility using BSM.
We will use market data and evaluate bracketing as well as
Newton Raphson method. The methodology may change as the
course progresses and my understanding about the problem
improves. The implementations will be evaluated on robustness,
convergence and speed.
Domain/ Mathematical formulae:
For computing implied volatility using BSM, under constant
volatility conditions, we can use Newton Raphson method.
The method requires first derivative of the function being
solved and the same can be derived for BSM under constant
volatility conditions.
Symbols:[2]
σ
The actual volatility used to price the call option
V (σ)
The actual price of the call option as a function of the actual
volatility
σ0
15. Volatility estimate used to price the call option
V (σ0)
The calculated price of the call option using the volatility
estimate (σ0)
V’ (σ0)
First derivative call price with respect to the volatility estimate
(σ0)
Option price using the Black-Scholes equation and our volatility
estimate is...
Where
* Cumulative normal distribution function of the random variate
z
Call price Equation derivative with respect to the volatility
estimate is...
Where
Using Taylor Series Expansion of the first order where δ σ^ is
the difference between the actual volatility and the volatility
estimate
Rearranging the equation gives:
This can be solved iteratively, using newton Raphson method.
Ref:
[1] Black F, Scholes M, The pricing of options and corporate
liabilities," Journal of Political Economy 81 (1973), 637-659.
[2] http://www.appliedbusinesseconomics.com/files/gvsnr02.pdf
Course name:
Semester:
Student name:
16. 1. project title:
scientific computing of
2. problem statement:
This research project is trying to compute the value of using
different scientific methods and comparing efficiency and
precision between different methods.
3. proposed solution and proposed research
methodology/strategy:
My initial idea is to use Taylor series as π/4 = arctan1:
However, this method cannot result to a precise calculation.
After reading some papers, I learnt to use Machin-like formula
to compute pi precise to many decimal places.
There are other approximation methods like Bellard’s formula
and Chudnovsky algorithm that I’d like to test efficiency.
Bellard’s formula:
Chudnovsky algorithm
All four methods will be put together and compare efficiency
based on iteration numbers and precision decimal points or
error.
Running head: SLEEP TIGHT INN 1
SLEEP TIGHT INN 2
17. Week 5: Homework
Sean Hall
Prepared for: Dr. Nicole Runyon
Park University
7/10/19
Sleep Tight Inn Scenario
Question 5:Mr. Jones would like to overhaul the selection
system. He would like you to select one of the following jobs at
the resort: housekeeper, front office customer service
representative, or front office supervisor. Once you have
selected a job, develop 3 sample behavioral based questions and
3 situational based questions with anchored rating scales. You
will also need to include a sample reference check form that you
have developed for the Sleep Tight Inn.
I have selected housekeeping because it is just as
important as a manager or supervisor. I believe it is the
housekeeping which keeps the rooms clean and fresh. Without
them, a resort can turn in to a chaos in no time.
Behavioral based questions:
Q1: as I can see in your resume, you have been working as a
house keeping for quite some time now. Imagine you are in such
situation where you know you have committed an error but
someone else is being blamed. Would you own your mistake or
let the other person take the fall for that?
Q2: You are doing excellent work as per the requirements. No
complains of whatsoever but your supervisor is not happy and
he want you to change your style? Would you agree to change
since he or she is your boss or argue to prove yourself correct?
Q3: explain how you intend to use your strong points and weak
points in your work? will you be able to overcome your
shortcomings and overpower them with your strong points.
What do you do to control your temper as housekeeping have to
face several tough situations?
18. Situation based question:
Q1: say, a guest is overly drunk and behaving inappropriate
with you. How would deal with such situation? Would you
report that guest or deal with the situation yourself?
Q2: how would you behave when your fellow is not behaving
appropriately with you over some issue in front of the guests?
Would you bring the matter to your supervisor or try to reason
with her or him?
Q3: imagine a situation where you are asked to do a task which
is outside the requirements of your housekeeping. That task is
important and hold importance for the owner. Since you are a
reliable worker, that is why he asked you to do it. would you
fulfil the task or excuse away and ruin the chance of success?
Anchored rating scale:
Reference check form:
Purpose: A reference check is a valuable tool in the recruitment
process to verify facts and obtain additional information about
the candidate. All sections should be completed to be
considered a valid reference. Indicate N/A if the question is not
applicable.
Applicant Name: _______________________________
Date of Reference Check: ___________________ Person
Checking Reference: ______________
Reference Name: _______________________ Reference
Organization: _________________
Relationship to the Applicant: supervisor Peer other
(Specify)
Dates of Employment: From: ________________ To
__________ Salary: _______________
Position: _____________________
19. Nature of the Job of the Applicant:
___________________________
Reason of why leave the job: voluntary involuntary
Reason(s):
Rank the applicant in the following categories according to the
caliber:
Response to supervision
Poor
Fair
Good
Very good
Excellent
N/A
Attendance
Poor
Fair
Good
Very good
Excellent
N/A
Dependability
Poor
Fair
Good
Very good
Excellent
N/A
Ability to follow orders
Poor
Fair
Good
Very good
Excellent
N/A
Quantity of work
20. Poor
Fair
Good
Very good
Excellent
N/A
Quality of work
Poor
Fair
Good
Very good
Excellent
N/A
Responsibility
Poor
Fair
Good
Very good
Excellent
N/A
Additional question:
Any reports about disciplinary action? If any, explain.
Any performance issues? If any, explain.
Candidate’s strong points.
Candidates weak points.
If given chance, would you rehire the candidate? Yes
No
Any additional comment(s).
References
References:
Simpson, M. (n.d.). Behavioral Interview Questions and
21. Answers 101 Retrieved from www.theinterviewguys.com:
https://theinterviewguys.com/behavioral-interview-questions-
and-answers-101.
Running Head: SYSTEM OVERHAUL 1
SYSTEM OVERHAUL 2
Week 6 Homework
Sean Hall
Prepared for: Dr. Nicole Runyon
Park University
7/18/19
6. Mr. Jones would like to overhaul the selection system. He
would like you to select one of the following jobs at the resort:
housekeeper, front office customer service representative, or
front office supervisor. Once you have selected a job, develop a
sample ability test for the position that you have chosen.
One of the major problems that Jones has encountered is a lack
of human resource practices. Human resource practices main
22. involve the evaluation system. Most of the human resource
issues were dealt with by the employment department that
constituted the employment supervisor and the secretary. Poor
allocation of the employee was also a major problem facing the
organization, (Noe, et al., 2017). The company had 300 full-
time staffs and 100 seasonal workers in different job categories.
To solve this, the company must have a human resource team
that is responsible for dealing with employment issues. The
company should also develop policies.
The human resource team should be aware of federal
employment laws. The human resource team will develop roles
in the organization, (Boxall & Purcell, 2016). Depending on the
size of the company it can have one person as the human
resource manager or a team in this case however since we are
dealing with more than 300 employees it is important to have a
team, (Legge, 2015).
Recommendation
• Development of human resource policies. Policies are used
as a guideline by managers as well as supervisors when
managing employees.
• Equal opportunities policies should be developed to avoid
discrimination
• A human resource team should be established
• The human resource team should come up with a hiring or
recruitment procedure that is not biased.
• Human resource practices should be implemented in the
organization.
Housekeeping
Housekeeping can be employed in hotels or private homes. A
sample ability test for the position involves the duties as well as
the responsibilities. We want to hire a housekeeper to join our
cleaning team. One of your major responsibility is to clean the
room, dispose of trash, to change beds, cleaning common areas,
and keeping the maintenance department aware of any issue.
You should have an eye for cleanliness. Moreover, you should
be able to lift at least 25 pounds.
23. House keeper responsibility.
Dispose of and collect trash. Sweep, mob, scrub, and polish the
floor. Vacuum clean rugs, carpets, and draperies. Polish and
dust fittings and furniture. Clean metal fixtures Wash mirrors,
washrooms, showers, and tubs. Wipe down or clean glass
surface. Change beddings and make the beds as required. Tidy
the room, (Arthur, 2017). Clean windows. Separate clothes,
clean them, and load to the washing machine. Observe and
report damaged property: Press and Iron linen and clothing.
Fold clean clothes.
I am maintaining all cleaning materials and equipment in
sanitary and safe working condition. Reporting and monitoring
necessary replacements as well as repairs. Report any safety
hazard or maintenance issue. Restock and organize cart. Follow
company security and safety procedures. Replace laundry bags.
Respond to the request of the client. I am restocking cleaning
supplies like shampoos, soaps, mini bar, and drinking glasses.
Follow the company’s policies on storing dirty laundry.
Knowledge and skills.
The minimum qualification a housekeeper is a high school
diploma. He or she should be knowledgeable about sanitation
and cleaning techniques, products as well as methods. He or she
should know about cleaning sensitive materials or equipment.
He or she should have physical stamina and mobility, including
the ability to bend for a long time, kneel, and reach. Also, He or
she should have the ability to push, pull, and lift required loads.
Work well under minimal supervision, (Armstrong, 2016).
Ability to manage your time effectively. He or she should be
hardworking — the ability to interact positively with hotel
guests and maintain a professional appearance.
Key competence
You should pay attention to the details. You should be reliable
and have good listening skills. You should be good at planning
and organizing. Honesty, integrity, and team work.
24. Reference
Armstrong, M. (2016). A handbook of human resource
management practice. Kogan Page Publishers.
Arthur, J. B. (2017). Effects of human resource systems on
manufacturing performance and turnover. Academy of
Management journal, 37(3), 670-687.
Boxall, P., & Purcell, J. (2016). Strategy and human resource
management. Macmillan International Higher Education.
Legge, K. (2015). What is human resource management?
In Human resource management (pp. 62-95). Palgrave, London.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M.
(2017). Human resource management: Gaining a competitive
advantage. New York, NY: McGraw-Hill Education.
Running head: JOB ANALYSIS 1
JOB ANALYSIS 2
JOB ANALYSIS 2
25. Week 2: Homework
Sean Hall
Prepared for Dr. Nicole Runyon
Park University
Date: 6/18/19
JOB ANALYSIS
2a. Select a method of job analysis and design a form for how
the method yields WRCs.
To determine the job content, job context as well as job
requirements, a keen observation of the operation is necessary
so as to come up with the WRCs yielding from analyzing and
designing the job.
The job content details the various activities executed by an
individual in that specific assignment. This activity is executed
by an individual in the capacity of this task hired. Through thus
job content specification, the acceptable as well as desirable
output level can be established. This description hence
determines the training required for an employee to execute
these tasks. The job context essentially details the working
conditions (Marinova et al, 2015).
Through the observation a competent analyst will observe the
employee in this section and have a detailed report of the tasks
done optimally as well as those not done appropriately thus
determine the optimality of the work done in this section as well
as the method used to undertake these tasks, as well the
competency of the task executer to execute these tasks
efficiently. To avoid errors of differences in personal analysis
and observation of the observe and eliminate detrimental biases,
and come up with the most genuine results, the observation
should be guided by a guideline clearly defining the observation
points of the observer. The observation of a front office
customer service representative should be intense on the
definition of work behaviors that result in performance (Landau
26. et al, 2017). Through this analysis then stipulates the following
merits which define effectiveness of the employee:
· Information related to the job.
· Creation of job employee fit.
· Effective practices for the purpose of hiring are created.
· Set the guideline for appraising of employee as well as
evaluating performance.
· Analyzes the development and training requirements.
· Sets the guideline for the compensation plan for this job
within the job description specifications.
2b. Identify 3 sample WRCs for either front office customer
service representative, front office supervisor, or housekeeper.
The front office customer service representative has the duties
of;
· greeting and welcoming guests as well as answering their
questions and complaints
· keeping the neatness and tidiness of the front desk at the best
HRM practice levels as well as equipping it with the necessary
materials for efficient operation.
· Receiving all incoming communications from the clients in
call form or in form of documents, parcels, letters and
dispatching the messages to the relevant recipients.
· Keeps the office records and updates them as well as office
supplies and place orders.
· Takes other official duties allocated to them whenever
necessary to suit work purposes.
Three sample WRCs which can be utilized to test the operation
of the front office customer service representative are activity
sample, test sample as well as the performance test sample.
The activity samples do the statistical determination of the
quantity of time spent by the worker in doing a specified
activity or activities under a particular category. Through the
activity sample, responsibilities are quickly analyzed and the
recognition of the enhancement opportunities defined through
the study of the actual work flow (Morgeson et al, 2019).
The test sample utilizes sampling choose and sample techniques
27. whereby a sample of the study units is analyzed and the
extensive study on this chosen unit is used to come up with
recommendations for the rest of the related units to enable
optimal operation of the units to achieve the most efficient
results of the operation of the front office customer service
representative for this case.
The performance sample on the other side, determines the
optimal operational through the study of how responsive the
employees are at certain operational parameters. Thus, the
quality attributes of the employee can be measured and hence
adjusted to achieve higher operational efficiency.
References
Landau, K., & Rohmert, W. (Eds.). (2017). Recent
developments in job analysis (Vol. 24). Taylor & Francis.
Marinova, S. V., Peng, C., Lorinkova, N., Van Dyne, L., &
Chiaburu, D. (2015). Change-oriented behavior: A meta-
analysis of individual and job design predictors. Journal of
Vocational Behavior, 88, 104-120.
Morgeson, F. P., Brannick, M. T., & Levine, E. L. (2019). Job
and work analysis: Methods, research, and applications for
human resource management. Sage Publications (2016).
Running head: SLEEP TIGHT INN 1
SLEEP TIGHT INN 2
28. Week 3: Homework
Sean Hall
Prepared for: Dr. Nicole Runyon
Park University
6/28/19
Sleep Tight Inn Case Scenario
Question 3a: Ma Clause has been receiving pressure from
several local organizations to develop an affirmative action
program. While the resort does not have any government
projects, she feels that an AAP would be in the best interest of
the resort. Mr. Jones wants you to provide a summary of AAPs
along with an audit procedure for evaluating the current
situation and establishing goals.
Affirmative action program in an organization is aimed at
giving favors to a set of people or a defined group that by
historical evidence has been discriminated or disadvantaged.
For example, jobs opportunities are reserved for people who are
disadvantaged in society such as people with disabilities. An
affirmative action program seeks to promote transparency in an
organization with facts about recruitment laid bare for the
public. People who miss opportunities are notified of the
29. reasons why they were rejected through this program (Leslie,
Mayer, & Kravitz, 2014). In some cases, affirmative action
plans are enshrined in the law. Sleep tight resort may choose to
put in place an affirmative action program in a bid to diversify
its workforce as well as fulfilling the various factors of hiring.
In order to put in place an effective affirmative action program,
the human resource manager of Sleep Tight resort needs to
perform various tasks. First, the human resource manager
requires to do an internal audit to determine the different sets of
people in the organization workforce. Sets of people could be
determined by age, sex, race or even disabilities. After doing
this internal audit, the human resource manager will then
identify the quota of people groups that is largely disadvantaged
(Wilkins, & Wenger, 2014). After this identification, the human
resource manager will then go ahead to look at the legal
thresholds set by the law by performing an external audit. After
performing the external audit, the human source manager can
come up with an affirmative action that will fulfil the needs in
the organization. Evaluation of the current situation will be
done from the statistics obtained from the audit.
Establishment of affirmative action goals will be
determined by establishing the number of opportunities in the
organization and matching them with the number of vacancies
in the organization. Considering the availability of potential
employees from the identified disadvantaged groups is also
important.
Question 3b: Recently several disabled individuals applied for
jobs at the resort. Out of panic all were hired by the managers.
Mr. Jones now wants to know the Resorts responsibility under
the law and a recommended course of action.
The resort is under the law obligated to promote affirmative
action. Social affirmative action is one primary area where
companies under the law are required to fulfil. Social
demographics defined by for example permanent employees
(Hepple, 2014). Some demographics of an organization may
dictate that the employees go for annual leave for a stipulated
30. amount at least. These are primarily a requirement by law that
the organization has to follow. Any affirmative action program
designed by the company should follow the legal obligation to
the letter.
Organizational demography may be a requirement required by
law. This type of affirmative action dictates that the
organization must have certain positions that are set aside for
disadvantaged members of the society. In this case, the
organization is obligated for example to set aside several
positions in management. The law may dictate that for every
three leaders in a management hierarchy, at least one of them
should be from a different gender. This helps in ensuring that
there is gender balance in the organization.
Social demographics-based affirmative action is based on
several aspects. Gender, race as well as race are included in this
kind of affirmative action. Legal frames work implements this
kind of demographics to ensure a holistic affirmative action
program is realized. For this reason, the organization is obliged
to fulfil these demands (Park, & Liu, 2014).
In this case, Mr. Jones should do an audit of all the legal
frameworks that are required to be fulfilled by the organization.
after determining the legal frameworks, Mr. Jones will go ahead
to analyze the various obligations the organization is supposed
to fulfil and then try to seamlessly fit the recently recruited
employees into the organization and put measures that will help
come up with an effective affirmative action program.
References
Hepple, B. (2014). Equality: The legal framework. Bloomsbury
Publishing.
Leslie, L. M., Mayer, D. M., & Kravitz, D. A. (2014). The
stigma of affirmative action: a stereotyping-based theory and
meta-analytic test of the consequences for performance.
Academy of Management Journal, 57(4), 964-989.
Park, J. J., & Liu, A. (2014). Interest convergence or
31. divergence? A critical race analysis of Asian Americans,
meritocracy, and critical mass in the affirmative action debate.
The Journal of Higher Education, 85(1), 36-64.
Wilkins, V. M., & Wenger, J. B. (2014). Belief in a just world
and attitudes toward affirmative action. Policy studies journal,
42(3), 325-343.
Running head: SLEEP TIGHT INN 1
SLEEP TIGHT INN 2
Week 1: Sleep Tight Inn
Sean Hall
Prepared for: Dr. Nicole Runyon
Park University
6/14/2019
Question 1a. Mr. Jones wants to know why you are
recommending a formal selection program when the informal
system they currently use is less expensive and seems to be
working?
32. Informal recruitment method is effective in this aspect as it is
considered more cost-effective than the corresponding formal
recruitment methods. Informal recruitment methods keep away
many willing potential employers and select from a small group
of people who learn about the recruitment process. Informal
recruitment is cost-effective in such a way that it keeps desists
from advertising processes that are expensive. Informal
recruiting processes at their best use free source social media
that does not incur any advertising costs on the company. This
method is commonly known as soft marketing with social media
as other social networking platforms applied for this course
(Elin & Kenny). The bidding time of recruitment process is
equally shortened by an informal process. Informal recruiting
processes are short and precise. Application tracking software
is used in capturing potential employee key data from a talent
pool. The data is captured and stored for future use. In case of
recruitment opportunities, the recruitment is done from the pool
of talent captured by the applicant tracking software. This
recruitment method, however, has several misdemeanors. It
lacks clear guidelines of how the recruitment process is done
and lacks a paper trail of employee skillset and recruitment
details.
In formal setups of recruitment, the maximum benefits of
recruitment can be realized. This can be done using a formal
select program. A formal recruitment process has strengths in
the sense that it emphasizes on having the right job
specification and the right advertising strategy that enables an
organization to acquire the right employees. Formal recruitment
stress on acquiring the right workforce along with using
technology to manage the acquired workforce. After the choice
of required talent, the human resource manager is able to keep
an inventory of other talents that can be considered when a need
or opportunity for them arises. For this reason, the formal
program of recruitment recommended by Mr. Jones would help
solve issues of recruitment effectively.
Question 1b. Mr. Jones wants to know if the Sleep Tight Inn
33. should use performance appraisal data to promote its
employees? Why or why not?
Promotion is a key aspect of employee life. Issues with the
promotion are sensitive and should be handled with a lot of
care. Promotion makes the employee feel recognized of their
performance and makes them feel motivated in their way of hard
work as well as providing services to the organization.
Promotion raises the employee's status as well as giving the
employee more responsibility in the institution they are working
in. The promotion also guarantees an employee better rates of
salary as well as greater skill acquirement. In a review, we can
make observations that promotion can either be vertical or
horizontal in nature (Sarboini 105). However, some promotions
may be done without increasing the salary rates of employees.
The dynamics used in promoting employees solely lie on the
human resource manager style of management as well as
decisions.
Considering the factors of promotion, it would be brilliant to us
performance for the promotion of employees in Sleep Tight Inn.
Performance appraisal that is based on one's standard
performance to the actual performance can be done. Appraisals
provide an opportunity for managers to review employee work-
related behavior which forms one basis of promotion.
Performance appraisal also forms a key component in an
organization’s career planning process. It gives employees the
chance to review their career plans while considering their
strengths and abilities. A combination of performance appraisal
and promotion will help the organization to improve its
performance. The fact that promotion based on performance
appraisal does not take into consideration of age or gender
issues makes it an appropriate method. It ensures that
employees are promoted based on competency. Performance
appraisal is a continual process and therefore gives the
employee as well as management a chance to review their
promotion candidates more often. This ensures that all
employees get a fair opportunity for consideration for
34. promotion.
References
Bjarnegård, Elin, and Meryl Kenny. "Revealing the “secret
garden”: The informal dimensions of political recruitment."
Politics & Gender 11.4 (2015): 748-753.
Sarboini, Sarboini. "Performance of Employees and Impact on
Promotion of Position." Journal Ilmiah Peuradeun 4.1 (2016):
103-114.