The document describes a human resources (HR) plan for a one-person HR department. It provides details on creating an HR plan for a small business with around 10 employees in the service industry. The plan includes developing recruitment and selection strategies, designing training and development programs, creating compensation packages, addressing legal compliance, and establishing a performance appraisal system. Scholarly sources are cited to support the HR planning decisions.
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C H a P T E R
After studying this chapter, you should be able to:
LO1 Explain the strategic importance of the recruitment
function.
LO2 Discuss the constraints facing a typical recruiter.
LO3 Identify the appropriate recruiting methods for
different types of jobs.
LO4 Explain how to generate effective recruitment
advertisements.
LO5 List key measures for evaluating the effectiveness
of the recruitment function.
Recruitment
LEaRNING ObjECTIvEs
In this ever-changing, global, technologically demanding business environment,
sourcing and retaining talent becomes the competitive battleground. Just as
sports teams recruit aggressively for best athletes, business organizations in the
future will compete aggressively for the best talent … Successful firms will be
those most adept at attracting, developing and retaining individuals with the
skills, perspective and experience sufficient to drive a global business.
D av e U l r i c h 1
sch51554_ch05.indd 171 12-12-17 11:24 AM
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172 PART 3 Attracting Human Resources
F
inding new employees for the organization is a continuing challenge for most human
resource departments. Sometimes the need for new workers is known well in advance because
of detailed human resource plans. At other times, the human resource department is faced
with urgent requests for replacements that must be filled as quickly as possible. In either case, finding
qualified applicants is a key activity, as seen in the following example:
Consulting giant Accenture Inc. <http://www.accenture.com> is a leading employer in Canada with
about 4,500 employees. Globally, Accenture hired approximately 70,000 employees in 2011 including
about 1,000 new workers hired in Canada. Their projections were for a similar-sized hiring spree in 2012.
With this fast-paced growth, Accenture faces one of the biggest human resource challenges: “attracting
and retaining the best and brightest.”2
Recruitment is the process of finding and attracting capable individuals to apply for employment
and to accept a job offer if/when one is made to them. Selection involves the identification of candi-
dates from this pool of applicants who best meet job requirements using tools such as application
blanks, tests, and interviews. The recruitment process begins with generating a pool of applicants,
continues during selection while decisions are made among applicants to choose the best one, and
then extends after selection decisions have been made to convince candidates who have been
made an offer, to accept the job.3
Recruitment includes all activities by an organization that affect an applicant’s decision to
apply for and to accept a position. These can be activities that the organization purposefully
engages in to persuade applicants to want to work for them (such as recruitment websites), or
unintentional things (like the length of time between when an appl.
The human resource planning process is one of the main responsibilities of the HR Manager. But at present this responsibility does not solely come under the HR Managers context since it directly affects the profitability of the company consequently.
Social engineering attacksSocial engineering attacks involve man.docxrosemariebrayshaw
Social engineering attacks
Social engineering attacks involve manipulating or tricking victims to disclose sensitive data in order for the attacker to access and disrupt the network. Not having proper cybersecurity measures could lead to a lot of chaos.
One of the popular social engineering attacks was the Yahoo Security breach which had happened twice in the company’s history. One of them had occurred in 2013 when a lot of confidential information of about 3 billion users had been compromised. It included details such as the names, email addresses of the associated with them, phone numbers, passwords, date of births, etc. It had allowed hackers to get access to any accounts without the use of a password. The information was later put on the dark web which could have been used to carry out more scams.
In order to prevent such malicious attacks from occurring, a few measures can be taken such as-
Personal information shouldn’t be posted online on any social media platform or over-sharing of such information needs to be avoided. Unknown Email links or attachments shouldn’t be opened and security measures need to be implemented in the company in order to protect data and interests of its employees. A good data protection training program needs to be given to make the employees aware of the implications of disclosing such sensitive and confidential data. In order to prevent such cyber-crimes from happening, people need to all the more stay alert and take precautions to keep themselves safe.
References
DOBRAN, B. (2018, September 27). Retrieved from https://phoenixnap.com/blog/famous-social-engineering-attacks
DOBRAN, B. (2019, February 26). Retrieved from https://phoenixnap.com/blog/what-is-spear-phishing-definition-prevention
team, S. t. (2019, August 20). Retrieved from https://securitytrails.com/blog/social-engineering-attacks
Running Head: CASE STUDY
PAGE
7
CASE STUDY
Week1
The success of Pharma-Fact relies on how effective the management has linked the business strategy to the human resource strategy of the organization (Armstrong & Brown,2019). The performance of the company has been affected recently due to the engagement of employees who are not qualified in various responsibilities within the organization. Furthermore, the recruitment strategy for the organization has not been aligned to its strategic objectives. The organization has been recruiting employees based on referrals by their friends already in the organization despite their incompetence in various roles.
The organizational growth has slowed for the last two years due to low productivity by the employees. Most of the employees in the company are not committed in their work, an aspect that has hindered the growth and development of the company. Lack of commitment has been attributed to the complexity of tasks experienced by most of the employees du.
ww
w.
te
x-
ce
te
ra
.co
m
C H a P T E R
After studying this chapter, you should be able to:
LO1 Explain the strategic importance of the recruitment
function.
LO2 Discuss the constraints facing a typical recruiter.
LO3 Identify the appropriate recruiting methods for
different types of jobs.
LO4 Explain how to generate effective recruitment
advertisements.
LO5 List key measures for evaluating the effectiveness
of the recruitment function.
Recruitment
LEaRNING ObjECTIvEs
In this ever-changing, global, technologically demanding business environment,
sourcing and retaining talent becomes the competitive battleground. Just as
sports teams recruit aggressively for best athletes, business organizations in the
future will compete aggressively for the best talent … Successful firms will be
those most adept at attracting, developing and retaining individuals with the
skills, perspective and experience sufficient to drive a global business.
D av e U l r i c h 1
sch51554_ch05.indd 171 12-12-17 11:24 AM
ww
w.
te
x-
ce
te
ra
.co
m
172 PART 3 Attracting Human Resources
F
inding new employees for the organization is a continuing challenge for most human
resource departments. Sometimes the need for new workers is known well in advance because
of detailed human resource plans. At other times, the human resource department is faced
with urgent requests for replacements that must be filled as quickly as possible. In either case, finding
qualified applicants is a key activity, as seen in the following example:
Consulting giant Accenture Inc. <http://www.accenture.com> is a leading employer in Canada with
about 4,500 employees. Globally, Accenture hired approximately 70,000 employees in 2011 including
about 1,000 new workers hired in Canada. Their projections were for a similar-sized hiring spree in 2012.
With this fast-paced growth, Accenture faces one of the biggest human resource challenges: “attracting
and retaining the best and brightest.”2
Recruitment is the process of finding and attracting capable individuals to apply for employment
and to accept a job offer if/when one is made to them. Selection involves the identification of candi-
dates from this pool of applicants who best meet job requirements using tools such as application
blanks, tests, and interviews. The recruitment process begins with generating a pool of applicants,
continues during selection while decisions are made among applicants to choose the best one, and
then extends after selection decisions have been made to convince candidates who have been
made an offer, to accept the job.3
Recruitment includes all activities by an organization that affect an applicant’s decision to
apply for and to accept a position. These can be activities that the organization purposefully
engages in to persuade applicants to want to work for them (such as recruitment websites), or
unintentional things (like the length of time between when an appl.
The human resource planning process is one of the main responsibilities of the HR Manager. But at present this responsibility does not solely come under the HR Managers context since it directly affects the profitability of the company consequently.
Social engineering attacksSocial engineering attacks involve man.docxrosemariebrayshaw
Social engineering attacks
Social engineering attacks involve manipulating or tricking victims to disclose sensitive data in order for the attacker to access and disrupt the network. Not having proper cybersecurity measures could lead to a lot of chaos.
One of the popular social engineering attacks was the Yahoo Security breach which had happened twice in the company’s history. One of them had occurred in 2013 when a lot of confidential information of about 3 billion users had been compromised. It included details such as the names, email addresses of the associated with them, phone numbers, passwords, date of births, etc. It had allowed hackers to get access to any accounts without the use of a password. The information was later put on the dark web which could have been used to carry out more scams.
In order to prevent such malicious attacks from occurring, a few measures can be taken such as-
Personal information shouldn’t be posted online on any social media platform or over-sharing of such information needs to be avoided. Unknown Email links or attachments shouldn’t be opened and security measures need to be implemented in the company in order to protect data and interests of its employees. A good data protection training program needs to be given to make the employees aware of the implications of disclosing such sensitive and confidential data. In order to prevent such cyber-crimes from happening, people need to all the more stay alert and take precautions to keep themselves safe.
References
DOBRAN, B. (2018, September 27). Retrieved from https://phoenixnap.com/blog/famous-social-engineering-attacks
DOBRAN, B. (2019, February 26). Retrieved from https://phoenixnap.com/blog/what-is-spear-phishing-definition-prevention
team, S. t. (2019, August 20). Retrieved from https://securitytrails.com/blog/social-engineering-attacks
Running Head: CASE STUDY
PAGE
7
CASE STUDY
Week1
The success of Pharma-Fact relies on how effective the management has linked the business strategy to the human resource strategy of the organization (Armstrong & Brown,2019). The performance of the company has been affected recently due to the engagement of employees who are not qualified in various responsibilities within the organization. Furthermore, the recruitment strategy for the organization has not been aligned to its strategic objectives. The organization has been recruiting employees based on referrals by their friends already in the organization despite their incompetence in various roles.
The organizational growth has slowed for the last two years due to low productivity by the employees. Most of the employees in the company are not committed in their work, an aspect that has hindered the growth and development of the company. Lack of commitment has been attributed to the complexity of tasks experienced by most of the employees du.
Assignment:
Course Project: Analyze Resource Implications
Note: Please review the Course Project Overview (found under Week 1) before beginning this assignment.
When planning for change in student support programs, you must consider myriad financial and human resources implications. For this part of your Course Project, you will determine which resources will be required to make your program a reality. Consider the current financial and political environment at your institution when analyzing the necessary resources.
***Assignment****
How will you use data to guide your decisions in allocating financial and human resources? Prepare a 2- to 3-page paper, to be submitted outlining the following:
· The financial resources required for the new program
· The human resources required to start and sustain the new program
· A description of the roles and responsibilities of the relevant staff
· A rationale to support your decisions
Note: It is not necessary to specify dollar amounts for budgetary items or specific position titles. Simply describe the types of resources (financial and human) needed to support your program.
Assignment length: 2–3 pages
SWOT Analysis
Running head: SWOT ANALYSIS
1
SWOT ANALYSIS
2
SWOT Analysis
In the BlueShield Company procedures followed were mainly granted and modeled by the training programs offered by the company as well as our education system. This allows for the company to therefore, be a better organization. However, the models we learned are not applicable in reality. We, therefore, have to plan in order to be well prepared (Leiber et al., 2018).
Planning mainly constitutes analyzing our organization. In this, the planning will have to consider the last place of our organization and its future. The organization has to be inspected to find out its strengths, weaknesses, possible threats, as well as the available opportunities in order for it to be successful (Menga et al., 2015).
Objectives
The main objective of this SWOT analysis is to state the main ambition of BlueShield company and inspect the weaknesses, possible opportunities as well as threats that would deter the company from achieving its set goal. The analysis would also outline the present state of the company and its future.
Strengths
Weaknesses
· The professional staff is engaged in the company.
· There is a huge number of employees in the company.
· Unskilled labor force to supplement the number of employees.
· Employees focus more on the output, they therefore, make errors which lead to clients’ dissatisfaction. This action will cost the company and can cost them dearly.
· Customers who visit the company per year are almost close to 120 million which is a good number.
· Collaborations with other companies have always been strong.
· The process of supplying facilities by the company is realized by courier vehicles.
· Outreach programs in society are strengthened in the company’s welfare activities.
· The company has many depar.
RecruitingKhanh K. NguyenCapella UniversityOctober 9, .docxaudeleypearl
Recruiting
Khanh K. Nguyen
Capella University
October 9, 2019
“E-Recruitment”
The Internet Recruitment, is also known as E-Recruitment is the method of employing the potential applicants for the empty job positions, through electronic resources, mainly the internet.
Its cheap
Helpful equally for the employer and the applicant
Less time required in hiring
More efficient and easy
Not suitable for senior positions
High volume of responses
Technology issues
Too impersonal
“Advantages of E-Recruitment”
“Dis-Advantages of E-Recruitment”
2
“Sales Representative Duties”
Reaching customers
By promoting products and services
Do cost-benefit and examination of clients to fulfill their needs.
Start, grow and continue customer better relationships.
Accelerate the determination of client complications and problems and then solve them accordingly.
Organize sales determination with team and additional sections
Analyze markets and report.
Continuously take feedback
3
“Job description for Sales representative”
“Our company CapraTek is looking for a Sales Representative to be responsible for generating leads and meeting sales goals. Duties will include sales presentations and product demonstrations, as well as negotiating contracts with potential clients.
In order to be successful in this role, you will need to have a deep understanding of the sales process and dynamics, and also superb interpersonal skills. Previous experience in a sales role is an advantage.”
4
“Sales Representative Requirements for CapraTek”
Prove work as sales reprenstatives
Excel in MS word
CRM and BRM practice
Extremely encouraged and board ambitious with target to achieved
Perfect communication and negotiation skills.
Prioritizing, time management and organizational skills
Aptitude to make and bring performances custom-made to the spectators wants.
BS/BA degree or equivalent
5
COMPARE THE QUALITY OF THE JOB INFORMATION FOR EACH EMPLOYER AND WEB SITE FROM AN APPLICANT'S AND EMPLOYER'S POINT-OF-VIEW
“Significant changes in technology over the past decade are having a profound impact on recruiting strategies, with staffing professionals increasingly using social networking sites to source, contact and screen both active and passive job candidates. In addition to a focus on social networking's impact on the staffing process”
So when we are at the point of hiring the final candidate we should review how career-oriented he/she is. Assess their past experience, know their strength and weaknesses. Consider if they fit in our company’s culture or not. This is the biggest challenge for a company to find a right candidate. Preference should always be given to one who is more skilled and motivated and good fit in the company. So all the past experience on the given resume is checked by the employer if it will fit best for the company
6
Process of Recruiting in Capra Tek
What is the process of recruitment and selecting?
The proce ...
Innovative Employee Solutions
9665 Granite Ridge Drive, #420
San Diego, CA 92123
(858) 715-5100
http://www.innovativeemployeesolutions.com/
Innovative Employee Solutions specializes in payrolling and outsourced HR administrative services as the employer of record for various industries including technology, engineering, medical, insurance, clerical, research companies and many more.
Running head STAFFING THE HUMAN RESOURCE DEPARTMENT .docxtoltonkendal
Running head: STAFFING THE HUMAN RESOURCE DEPARTMENT 1
STAFFING THE HUMAN RESOURCE DEPARTMENT 7
Staffing the Human Resource Department
Johnell Davis
Dr. L. Love
HRM 599
August 16, 2017
Human Resource Functions and Significance
The Maximum Extermination Pest Control (MEPC) is the company I chose as the key company in trying to create a comprehension of the various human resource functions in the market. For understanding the company’s business strategy, the human resource department developed a strategy made up of staff with detailed information. The staff also comprised of highly innovative and creative individuals with an exceeding initiative. The team comprised of a strong sales status; marketing and recruitment skills; benefits and compensation standards; and a good corporate reputation that defines high-quality customer service. Whenever a firm develops an efficient human resource department, it enables its operations to acquire a good structure and the capability to meet its goals since the department allows it to manage its most valuable resources, employees, and the human capital. Three key human resource functions tend to exist in such a company. The human resource functions possess a significant status when it comes to adding value to the human resource department about the vision and mission of the Maximum Extermination Pest Control Company. The human resource functions also influence the process of recruitment, compliance, and the aspect of benefits and compensation. For the company to acquire the right skills and the specific staff, it should come up with an aptitude to train and develop the needed skills.
The management may have to devise an in-house team for the recruitment process to enable the right strategies in developing the workforce of the company. As with the external recruiters, the responsibilities and their roles need to be advertised to the market to source for the right candidates, screen the applicants, and undertake interviews. The human resource department needs to coordinate with the different managers to influence the final selection of the desired candidates. The success found in the recruitment process and the significance of the roles of the individuals involved is meant to develop the company’s workforce. The different efforts of the individuals found in the human resource department tend to have a positive and desired contribution to the success of the company (Nyberg, Moliterno, Hale Jr, & Lepak, 2014). The company needs to develop a reward system to boost their morale and influence high performance. The performance measures may have a basis on the number of the positions that they need to be filled and the amount of time required filling the positions. The second function of the human resource may comprise of the benefits and compensation function ...
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 ...
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Deadline 6 PM Friday September 27, 201310 Project Management Que.docxedwardmarivel
Deadline 6 PM Friday September 27, 2013
10 Project Management Questions with sub-questions under each question. A word document is provided with all questions and directions.
Problem 1
The following data were obtained from a project to create a new portable electronic.
Activity
Duration
Predecessors
A
5 Days
---
B
6 Days
---
C
8 Days
---
D
4 Days
A, B
E
3 Days
C
F
5 Days
D
G
5 Days
E, F
H
9 Days
D
I
12 Days
G
Step 1: Construct a network diagram for the project.
Step 2: Answer the following questions:
a)
What is the Scheduled Completion of the Project?
b)
What is the Critical Path of the Project?
c)
What is the ES for Activity D?
d)
What is the LS for Activity G?
e)
What is the EF for Activity B?
f)
What is the LF for Activity H?
g)
What is the float for Activity I?
Problem 2
The following data were obtained from a project to build a pressure vessel:
Activity
Duration
Predecessors
A
6 weeks
---
B
6 weeks
---
C
5 weeks
B
D
4 weeks
A, C
E
5 weeks
B
F
7 weeks
D, E, G
G
4 weeks
B
H
8 weeks
F
I
5 weeks
G
J
3 week
I
Step 1: Construct a network diagram for the project.
Step 2: Answer the following questions:
a)
Calculate the scheduled completion time.
b)
Identify the critical path
c)
What is the slack time (float) for activity A?
d)
What is the slack time (float) for activity D?
e) What is the slack time (float) for activity E?
f) What is the slack time (float) for activity G?
Problem 3
The following data were obtained from a project to design a new software package:
Activity
Duration
Predecessors
A
5 Days
---
B
8 Days
---
C
6 Days
A
D
4 Days
C, B
E
5 Days
A
F
4 Days
D, E, G
G
4 Days
B, C
H
3 Day
G
Step 1: Construct a network diagram for the project.
Step 2: Answer the following questions:
a)
Calculate the scheduled completion time.
b)
Identify the critical path(s)
c)
What is the slack time (float) for activity B?
d)
What is the slack time (float) for activity D?
e) What is the slack time (float) for activity E?
f) What is the slack time (float) for activity G?
Problem 4
The following data were obtained from an in-house MIS project:
Activity
Duration
Predecessors
A
5 Days
---
B
8 Days
---
C
5 Days
A
D
4 Days
B
E
5 Days
B
F
3 Day
C, D
G
7 Days
C, D
H
6 Days
E, F, G
I
9 Days
E, F
Step 1: Construct a network diagram for the project.
Step 2: Answer the following questions:
a)
Calculate the scheduled completion time.
b)
Identify the critical path
c)
What is the slack time (float) for activity A?
d)
What is the slack time (float) for activity D?
e)
What is the slack time (float) for activity E?
f)
What is the slack time (float) for activity F?
PROBLEM 5
Use the network diagram below and the additional information provided to answer the corresponding questions.
a) Give the crash cost per day per activity.
b) Which activities should be crash.
DEADLINE 15 HOURS
6 PAGES
UNDERGRADUATE
COURSEWORK
HARVARD FORMATING
DOUBLE SPACING
INSTRUCTIONS
This assignment seeks to assess your ability to:
• Critically evaluate and discuss the major developments during 2017 in corporate taxation from the perspective of multinational companies and their auditors, governments and other stakeholders.
• Apply appropriate knowledge, analytical techniques and concepts to problems and issues arising from both familiar and unfamiliar situations;
• Think critically, examine problems and issues from a number of perspectives, challenge viewpoints, ideas and concepts and make well-reasoned judgements;
• Present, discuss and defend ideas, concepts and views effectively through formal language.
Background:
In the final weeks of 2017 a leading tax expert suggested that “a whirlwind of international tax changes has swept the globe”. He also went on to say that for companies operating in Europe there is no end in sight to the pace of change. The final recommendations on base erosion and profit shifting (BEPS) from the OECD have been endorsed by the EU. In fact a number of European governments have already implemented large parts of these proposals ahead of schedule.
The third quarter of the year saw the European Commission in the spotlight with its landmark decision that the technology giant Apple must repay no less than €13 billion of taxes to the Irish government. This ruling was based on the view that the favourable tax treatment was effectively state aid and hence the Irish government had broken EU law. At the same time countries across the world continue to compete by reducing the rate of corporate taxes. Many commentators suggest that the UK government will cut the corporate tax rate to 10% if the country fails to negotiate a trade deal with the European Union as part of the Brexit process. In a separate development earlier in the year the government of Hungary announced it would become the tax haven of Central Europe with a plan to reduce corporation tax to a mere 9%.
Required:
You are to write a report for the Board of Directors of a listed global company that has manufacturing and R&D activities across Europe, Asia, Australasia and America. The report should assume that the directors have detailed knowledge of the group activities but are not taxation specialists. However they would be aware of issues relating to corporate governance, transparency and reputational risks.
The report should cover the following aspects:
Evaluate the major developments that occurred in corporate taxation in 2017 and the issues that may arise in the current year.
Discuss the implications for the group in regard to the relationship with its auditors.
Consider how other stakeholders and non-governmental organisations (NGOs) may be affected by changes in the level of corporate taxes and their possible reaction.
The resources below are on Blackboard and provide an introduction to the topic.
“Corpor.
De nada.El gusto es mío.Encantada.Me llamo Pepe.Muy bien, grac.docxedwardmarivel
De nada. El gusto es mío. Encantada. Me llamo Pepe.
Muy bien, gracias. Nada. Nos vemos. Soy de Argentina.
1. ¿Cómo te llamas?
2. ¿Qué hay de nuevo?
3. ¿De dónde eres?
4. Adiós.
5. ¿Cómo está usted?
6. Mucho gusto.
7. Te presento a la señora Díaz.
8. Muchas gracias.
Modelo ¡Hola! Buenos días.
Adiós cómo Chau de eres
es está gusto Hasta Le
mío Muy Soy usted vemos
1. ANA Buenos días, señor González. ¿Cómo (1) (2) ?
SR. GONZÁLEZ (3) bien, gracias. Y tú, ¿(4) estás?
ANA Regular. (5) presento a Antonio.
SR. GONZÁLEZ Mucho (6) , Antonio.
ANTONIO El gusto (7) (8) .
SR. GONZÁLEZ ¿De dónde (9) , Antonio?
ANTONIO (10) (11) México.
ANA (12) luego, señor González.
SR. GONZÁLEZ Nos (13) , Ana.
ANTONIO (14) , señor González.
• • Hasta mañana.
• Nos vemos.
• Buenos días.
• Hasta pronto.
• • ¿Qué tal?
• Regular.
• ¿Qué pasa?
• ¿Cómo estás?
• • Puerto Rico
• Washington
• México
• Estados Unidos
• • Muchas gracias.
• Muy bien, gracias.
• No muy bien.
• Regular.
• • ¿De dónde eres?
• ¿Cómo está usted?
• ¿De dónde es usted?
• ¿Cómo se llama usted?
• • Chau.
• Buenos días.
• Hola.
• ¿Qué tal?
Modelo un papel
unos papeles
1. : unas fotografías
2. : un día
3. : un cuaderno
4. : unos pasajeros
5. : una computadora
6. : unas escuelas
7. : unos videos
8. : un programa
9. : unos autobuses
10. : una palabra
Modelo el señor Díaz
Addresing him: usted
Talking about him: él
1. Don Francisco
Addressing him:
Talking about him:
2. Jimena y Marissa
Addressing them:
Talking about them:
3. Maru y Miguel
Addressing them:
Talking about them:
4. la profesora
Addressing her:
Talking about her:
5. un estudiante
Addressing him:
Talking about him:
6. el director de una escuela
Addressing him:
Talking about him:
7. tres chicas
Addressing them:
Talking about them:
8. un pasajero de autobús
Addressing him:
Talking about him:
9. Juan Carlos y Felipe
Addressing them:
Talking about them:
10. una turista
Addressing her:
Talking about her:
Modelo Ustedes son profesores.
Nosotros somos profesores.
1. Nosotros somos estudiantes.
Ustedes .
2. Usted es de Puerto Rico.
Ella .
3. Nosotros somos conductores.
Ellos .
4. Yo soy turista.
Tú .
5. Ustedes son de México.
Nosotras .
6. Ella es profesora.
Yo .
7. Tú eres de España.
Él .
8. Ellos son pasajeros.
Ellas
Modelo Yo soy Jorge.
1. Hola, me llamo Jorge y de Cuba. Pilar y Nati de España. Pedro, Juan y Paco de México. Todos estudiantes. La señorita Blasco de San Antonio. Ella la profesora. Luis el conductor. Él de Puerto Rico. Ellos de los Estados Unidos. El autobús de la agencia Marazul. Todos pasajeros de la agencia de viajes Marazul. Perdón, ¿de dónde tú, quién ella y de quién las maletas?
Modelo nombre / el pasajero
Es el nombre del pasajero.
.
Assignment:
Course Project: Analyze Resource Implications
Note: Please review the Course Project Overview (found under Week 1) before beginning this assignment.
When planning for change in student support programs, you must consider myriad financial and human resources implications. For this part of your Course Project, you will determine which resources will be required to make your program a reality. Consider the current financial and political environment at your institution when analyzing the necessary resources.
***Assignment****
How will you use data to guide your decisions in allocating financial and human resources? Prepare a 2- to 3-page paper, to be submitted outlining the following:
· The financial resources required for the new program
· The human resources required to start and sustain the new program
· A description of the roles and responsibilities of the relevant staff
· A rationale to support your decisions
Note: It is not necessary to specify dollar amounts for budgetary items or specific position titles. Simply describe the types of resources (financial and human) needed to support your program.
Assignment length: 2–3 pages
SWOT Analysis
Running head: SWOT ANALYSIS
1
SWOT ANALYSIS
2
SWOT Analysis
In the BlueShield Company procedures followed were mainly granted and modeled by the training programs offered by the company as well as our education system. This allows for the company to therefore, be a better organization. However, the models we learned are not applicable in reality. We, therefore, have to plan in order to be well prepared (Leiber et al., 2018).
Planning mainly constitutes analyzing our organization. In this, the planning will have to consider the last place of our organization and its future. The organization has to be inspected to find out its strengths, weaknesses, possible threats, as well as the available opportunities in order for it to be successful (Menga et al., 2015).
Objectives
The main objective of this SWOT analysis is to state the main ambition of BlueShield company and inspect the weaknesses, possible opportunities as well as threats that would deter the company from achieving its set goal. The analysis would also outline the present state of the company and its future.
Strengths
Weaknesses
· The professional staff is engaged in the company.
· There is a huge number of employees in the company.
· Unskilled labor force to supplement the number of employees.
· Employees focus more on the output, they therefore, make errors which lead to clients’ dissatisfaction. This action will cost the company and can cost them dearly.
· Customers who visit the company per year are almost close to 120 million which is a good number.
· Collaborations with other companies have always been strong.
· The process of supplying facilities by the company is realized by courier vehicles.
· Outreach programs in society are strengthened in the company’s welfare activities.
· The company has many depar.
RecruitingKhanh K. NguyenCapella UniversityOctober 9, .docxaudeleypearl
Recruiting
Khanh K. Nguyen
Capella University
October 9, 2019
“E-Recruitment”
The Internet Recruitment, is also known as E-Recruitment is the method of employing the potential applicants for the empty job positions, through electronic resources, mainly the internet.
Its cheap
Helpful equally for the employer and the applicant
Less time required in hiring
More efficient and easy
Not suitable for senior positions
High volume of responses
Technology issues
Too impersonal
“Advantages of E-Recruitment”
“Dis-Advantages of E-Recruitment”
2
“Sales Representative Duties”
Reaching customers
By promoting products and services
Do cost-benefit and examination of clients to fulfill their needs.
Start, grow and continue customer better relationships.
Accelerate the determination of client complications and problems and then solve them accordingly.
Organize sales determination with team and additional sections
Analyze markets and report.
Continuously take feedback
3
“Job description for Sales representative”
“Our company CapraTek is looking for a Sales Representative to be responsible for generating leads and meeting sales goals. Duties will include sales presentations and product demonstrations, as well as negotiating contracts with potential clients.
In order to be successful in this role, you will need to have a deep understanding of the sales process and dynamics, and also superb interpersonal skills. Previous experience in a sales role is an advantage.”
4
“Sales Representative Requirements for CapraTek”
Prove work as sales reprenstatives
Excel in MS word
CRM and BRM practice
Extremely encouraged and board ambitious with target to achieved
Perfect communication and negotiation skills.
Prioritizing, time management and organizational skills
Aptitude to make and bring performances custom-made to the spectators wants.
BS/BA degree or equivalent
5
COMPARE THE QUALITY OF THE JOB INFORMATION FOR EACH EMPLOYER AND WEB SITE FROM AN APPLICANT'S AND EMPLOYER'S POINT-OF-VIEW
“Significant changes in technology over the past decade are having a profound impact on recruiting strategies, with staffing professionals increasingly using social networking sites to source, contact and screen both active and passive job candidates. In addition to a focus on social networking's impact on the staffing process”
So when we are at the point of hiring the final candidate we should review how career-oriented he/she is. Assess their past experience, know their strength and weaknesses. Consider if they fit in our company’s culture or not. This is the biggest challenge for a company to find a right candidate. Preference should always be given to one who is more skilled and motivated and good fit in the company. So all the past experience on the given resume is checked by the employer if it will fit best for the company
6
Process of Recruiting in Capra Tek
What is the process of recruitment and selecting?
The proce ...
Innovative Employee Solutions
9665 Granite Ridge Drive, #420
San Diego, CA 92123
(858) 715-5100
http://www.innovativeemployeesolutions.com/
Innovative Employee Solutions specializes in payrolling and outsourced HR administrative services as the employer of record for various industries including technology, engineering, medical, insurance, clerical, research companies and many more.
Running head STAFFING THE HUMAN RESOURCE DEPARTMENT .docxtoltonkendal
Running head: STAFFING THE HUMAN RESOURCE DEPARTMENT 1
STAFFING THE HUMAN RESOURCE DEPARTMENT 7
Staffing the Human Resource Department
Johnell Davis
Dr. L. Love
HRM 599
August 16, 2017
Human Resource Functions and Significance
The Maximum Extermination Pest Control (MEPC) is the company I chose as the key company in trying to create a comprehension of the various human resource functions in the market. For understanding the company’s business strategy, the human resource department developed a strategy made up of staff with detailed information. The staff also comprised of highly innovative and creative individuals with an exceeding initiative. The team comprised of a strong sales status; marketing and recruitment skills; benefits and compensation standards; and a good corporate reputation that defines high-quality customer service. Whenever a firm develops an efficient human resource department, it enables its operations to acquire a good structure and the capability to meet its goals since the department allows it to manage its most valuable resources, employees, and the human capital. Three key human resource functions tend to exist in such a company. The human resource functions possess a significant status when it comes to adding value to the human resource department about the vision and mission of the Maximum Extermination Pest Control Company. The human resource functions also influence the process of recruitment, compliance, and the aspect of benefits and compensation. For the company to acquire the right skills and the specific staff, it should come up with an aptitude to train and develop the needed skills.
The management may have to devise an in-house team for the recruitment process to enable the right strategies in developing the workforce of the company. As with the external recruiters, the responsibilities and their roles need to be advertised to the market to source for the right candidates, screen the applicants, and undertake interviews. The human resource department needs to coordinate with the different managers to influence the final selection of the desired candidates. The success found in the recruitment process and the significance of the roles of the individuals involved is meant to develop the company’s workforce. The different efforts of the individuals found in the human resource department tend to have a positive and desired contribution to the success of the company (Nyberg, Moliterno, Hale Jr, & Lepak, 2014). The company needs to develop a reward system to boost their morale and influence high performance. The performance measures may have a basis on the number of the positions that they need to be filled and the amount of time required filling the positions. The second function of the human resource may comprise of the benefits and compensation function ...
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 ...
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Similar to To Plan, Design, Deliver, and Evaluate an Original Train.docx (17)
Deadline 6 PM Friday September 27, 201310 Project Management Que.docxedwardmarivel
Deadline 6 PM Friday September 27, 2013
10 Project Management Questions with sub-questions under each question. A word document is provided with all questions and directions.
Problem 1
The following data were obtained from a project to create a new portable electronic.
Activity
Duration
Predecessors
A
5 Days
---
B
6 Days
---
C
8 Days
---
D
4 Days
A, B
E
3 Days
C
F
5 Days
D
G
5 Days
E, F
H
9 Days
D
I
12 Days
G
Step 1: Construct a network diagram for the project.
Step 2: Answer the following questions:
a)
What is the Scheduled Completion of the Project?
b)
What is the Critical Path of the Project?
c)
What is the ES for Activity D?
d)
What is the LS for Activity G?
e)
What is the EF for Activity B?
f)
What is the LF for Activity H?
g)
What is the float for Activity I?
Problem 2
The following data were obtained from a project to build a pressure vessel:
Activity
Duration
Predecessors
A
6 weeks
---
B
6 weeks
---
C
5 weeks
B
D
4 weeks
A, C
E
5 weeks
B
F
7 weeks
D, E, G
G
4 weeks
B
H
8 weeks
F
I
5 weeks
G
J
3 week
I
Step 1: Construct a network diagram for the project.
Step 2: Answer the following questions:
a)
Calculate the scheduled completion time.
b)
Identify the critical path
c)
What is the slack time (float) for activity A?
d)
What is the slack time (float) for activity D?
e) What is the slack time (float) for activity E?
f) What is the slack time (float) for activity G?
Problem 3
The following data were obtained from a project to design a new software package:
Activity
Duration
Predecessors
A
5 Days
---
B
8 Days
---
C
6 Days
A
D
4 Days
C, B
E
5 Days
A
F
4 Days
D, E, G
G
4 Days
B, C
H
3 Day
G
Step 1: Construct a network diagram for the project.
Step 2: Answer the following questions:
a)
Calculate the scheduled completion time.
b)
Identify the critical path(s)
c)
What is the slack time (float) for activity B?
d)
What is the slack time (float) for activity D?
e) What is the slack time (float) for activity E?
f) What is the slack time (float) for activity G?
Problem 4
The following data were obtained from an in-house MIS project:
Activity
Duration
Predecessors
A
5 Days
---
B
8 Days
---
C
5 Days
A
D
4 Days
B
E
5 Days
B
F
3 Day
C, D
G
7 Days
C, D
H
6 Days
E, F, G
I
9 Days
E, F
Step 1: Construct a network diagram for the project.
Step 2: Answer the following questions:
a)
Calculate the scheduled completion time.
b)
Identify the critical path
c)
What is the slack time (float) for activity A?
d)
What is the slack time (float) for activity D?
e)
What is the slack time (float) for activity E?
f)
What is the slack time (float) for activity F?
PROBLEM 5
Use the network diagram below and the additional information provided to answer the corresponding questions.
a) Give the crash cost per day per activity.
b) Which activities should be crash.
DEADLINE 15 HOURS
6 PAGES
UNDERGRADUATE
COURSEWORK
HARVARD FORMATING
DOUBLE SPACING
INSTRUCTIONS
This assignment seeks to assess your ability to:
• Critically evaluate and discuss the major developments during 2017 in corporate taxation from the perspective of multinational companies and their auditors, governments and other stakeholders.
• Apply appropriate knowledge, analytical techniques and concepts to problems and issues arising from both familiar and unfamiliar situations;
• Think critically, examine problems and issues from a number of perspectives, challenge viewpoints, ideas and concepts and make well-reasoned judgements;
• Present, discuss and defend ideas, concepts and views effectively through formal language.
Background:
In the final weeks of 2017 a leading tax expert suggested that “a whirlwind of international tax changes has swept the globe”. He also went on to say that for companies operating in Europe there is no end in sight to the pace of change. The final recommendations on base erosion and profit shifting (BEPS) from the OECD have been endorsed by the EU. In fact a number of European governments have already implemented large parts of these proposals ahead of schedule.
The third quarter of the year saw the European Commission in the spotlight with its landmark decision that the technology giant Apple must repay no less than €13 billion of taxes to the Irish government. This ruling was based on the view that the favourable tax treatment was effectively state aid and hence the Irish government had broken EU law. At the same time countries across the world continue to compete by reducing the rate of corporate taxes. Many commentators suggest that the UK government will cut the corporate tax rate to 10% if the country fails to negotiate a trade deal with the European Union as part of the Brexit process. In a separate development earlier in the year the government of Hungary announced it would become the tax haven of Central Europe with a plan to reduce corporation tax to a mere 9%.
Required:
You are to write a report for the Board of Directors of a listed global company that has manufacturing and R&D activities across Europe, Asia, Australasia and America. The report should assume that the directors have detailed knowledge of the group activities but are not taxation specialists. However they would be aware of issues relating to corporate governance, transparency and reputational risks.
The report should cover the following aspects:
Evaluate the major developments that occurred in corporate taxation in 2017 and the issues that may arise in the current year.
Discuss the implications for the group in regard to the relationship with its auditors.
Consider how other stakeholders and non-governmental organisations (NGOs) may be affected by changes in the level of corporate taxes and their possible reaction.
The resources below are on Blackboard and provide an introduction to the topic.
“Corpor.
De nada.El gusto es mío.Encantada.Me llamo Pepe.Muy bien, grac.docxedwardmarivel
De nada. El gusto es mío. Encantada. Me llamo Pepe.
Muy bien, gracias. Nada. Nos vemos. Soy de Argentina.
1. ¿Cómo te llamas?
2. ¿Qué hay de nuevo?
3. ¿De dónde eres?
4. Adiós.
5. ¿Cómo está usted?
6. Mucho gusto.
7. Te presento a la señora Díaz.
8. Muchas gracias.
Modelo ¡Hola! Buenos días.
Adiós cómo Chau de eres
es está gusto Hasta Le
mío Muy Soy usted vemos
1. ANA Buenos días, señor González. ¿Cómo (1) (2) ?
SR. GONZÁLEZ (3) bien, gracias. Y tú, ¿(4) estás?
ANA Regular. (5) presento a Antonio.
SR. GONZÁLEZ Mucho (6) , Antonio.
ANTONIO El gusto (7) (8) .
SR. GONZÁLEZ ¿De dónde (9) , Antonio?
ANTONIO (10) (11) México.
ANA (12) luego, señor González.
SR. GONZÁLEZ Nos (13) , Ana.
ANTONIO (14) , señor González.
• • Hasta mañana.
• Nos vemos.
• Buenos días.
• Hasta pronto.
• • ¿Qué tal?
• Regular.
• ¿Qué pasa?
• ¿Cómo estás?
• • Puerto Rico
• Washington
• México
• Estados Unidos
• • Muchas gracias.
• Muy bien, gracias.
• No muy bien.
• Regular.
• • ¿De dónde eres?
• ¿Cómo está usted?
• ¿De dónde es usted?
• ¿Cómo se llama usted?
• • Chau.
• Buenos días.
• Hola.
• ¿Qué tal?
Modelo un papel
unos papeles
1. : unas fotografías
2. : un día
3. : un cuaderno
4. : unos pasajeros
5. : una computadora
6. : unas escuelas
7. : unos videos
8. : un programa
9. : unos autobuses
10. : una palabra
Modelo el señor Díaz
Addresing him: usted
Talking about him: él
1. Don Francisco
Addressing him:
Talking about him:
2. Jimena y Marissa
Addressing them:
Talking about them:
3. Maru y Miguel
Addressing them:
Talking about them:
4. la profesora
Addressing her:
Talking about her:
5. un estudiante
Addressing him:
Talking about him:
6. el director de una escuela
Addressing him:
Talking about him:
7. tres chicas
Addressing them:
Talking about them:
8. un pasajero de autobús
Addressing him:
Talking about him:
9. Juan Carlos y Felipe
Addressing them:
Talking about them:
10. una turista
Addressing her:
Talking about her:
Modelo Ustedes son profesores.
Nosotros somos profesores.
1. Nosotros somos estudiantes.
Ustedes .
2. Usted es de Puerto Rico.
Ella .
3. Nosotros somos conductores.
Ellos .
4. Yo soy turista.
Tú .
5. Ustedes son de México.
Nosotras .
6. Ella es profesora.
Yo .
7. Tú eres de España.
Él .
8. Ellos son pasajeros.
Ellas
Modelo Yo soy Jorge.
1. Hola, me llamo Jorge y de Cuba. Pilar y Nati de España. Pedro, Juan y Paco de México. Todos estudiantes. La señorita Blasco de San Antonio. Ella la profesora. Luis el conductor. Él de Puerto Rico. Ellos de los Estados Unidos. El autobús de la agencia Marazul. Todos pasajeros de la agencia de viajes Marazul. Perdón, ¿de dónde tú, quién ella y de quién las maletas?
Modelo nombre / el pasajero
Es el nombre del pasajero.
.
DDL 24 hours reading the article and writing a 1-page doubl.docxedwardmarivel
DDL:
24 hours
reading the article and writing a
1-page double space
annotated bibliography
including:
1.reference
2.specify the concept you will use
3.explain its significance to the course
4.specify how you'll use it in your project
see the article and project inf below
.
*
DCF valuation methodSuper-normal growth modelApplications: single CF, annuity, perpetuity, uneven CFs, bond, stock, etc.
LECTURE 2 Valuation Basics
(Chapters 4, 6, 7)
*
Amount of cash flows expectedRisk of the cash flows Timing of the cash flow stream
Factors that Determine Value
*
DCF Method: General Formula
Finding PVs is discounting. The discount factor i is determined by the cost of capital invested.
*
10%
Single Cash Flow
100
0
1
2
3
PV = ?
What’s the PV of $100 due in 3 years if i = 10%?
*
Financial Calculator Setup
BGN END
P/Y 1
FORMAT: DEC 4 or larger
*
Financial Calculator
Solution
s
N I/YR PV PMTFV
?
N = 3, I/YR = 10, PMT = 0, FV = 100
CPT, PV
-75.13
/
INPUTS
OUTPUT
*
Spreadsheet
.
DDBA 8307 Week 2 Assignment Exemplar
John Doe[footnoteRef:1] [1: Type your name here]
DDBA 8307-6[footnoteRef:2] [2: Type in DDBA section number (e.g. DDBA 8307 – 6) ]
Dr. Jane Doe[footnoteRef:3] [3: Enter faculty name here.]
1
Scales of Measurement
Type text here. Discuss the implications of “scales of measurement” in quantitative research. Be sure to use a minimum of two citations to support your position(s). Be sure to review the “Scales of Measurement” media from Week 1. This section should be no more than two paragraphs.
Research Question
What are the means, standard deviations, frequencies, and percentages of the Lesson 21 Exercise File variables?
Presentation of Findings
I analyzed data from Lesson 21 Exercise File [footnoteRef:4]. In this section, I present descriptive statistics for the study quantitative and qualitative variables. Appropriate APA tables and figures accompany the analysis[footnoteRef:5]. [4: Insert the appropriate file name. ] [5: The tables and figures from your SPSS output will need to be copied and pasted in the appropriate location.]
Descriptive Statistics[footnoteRef:6] [6: Detailed information can be found in Lesson 20, “Univariate Descriptive Statistics for Qualitative Variables,” and Lesson 21, “Univariate Descriptive Statistics for Quantitative Variables,” in the Green and Salkind text.
]
Descriptive statistics were run for the quantitative and qualitative variables in the Week 1 Assignment data set. Table 1 depicts the means and standard deviations for the quantitative data. Figure 1 depicts a histogram for the GPA variable. Table 2 depicts the frequencies and percentages for the qualitative (categorical) data. Figure 2 depicts a pie chart for the ethnic variable. Appendix 1 depicts the SPSS output.
Table 1[footnoteRef:7] [7: This is an example of an APA-formatted descriptive statistics table. Refer to Sections 5.01-5.19, in the APA Manual for detailed information on APA tables. The descriptive statistics table here includes the appropriate information derived from the SPSS output that is to be pasted as an appendix. Do not split tables across pages. Note: The numbers in the SPSS output presented here are fictitious numbers and do not represent correct numbers in the data set you will use for this application.
]
Means (M) and Standard Deviations (SD) for Study
Quantitative Variables (N = 105)
Variable[footnoteRef:8] [8: You would simply add rows to the table to accommodate the variables you have used in the analysis (i.e., variable 3, variable 4, etc.). Hint: Use the Microsoft Word Table feature.
]
M
SD
GPA
2.78
.76
Final
61.48
7.94
Percent
80.34
12.12
Figure 1. Histogram of GPA distribution.
Table 2[footnoteRef:9] [9: Recall from Lesson 20, “Univariate Descriptive Statistics for Qualitative Variables” (Green & Salkind, 2017), frequencies and percentages are reported for qualitative (nominal) variables. Note: Frequency and percentages are the only c.
DBM380 v14Create a DatabaseDBM380 v14Page 2 of 2Create a D.docxedwardmarivel
DBM/380 v14
Create a Database
DBM/380 v14
Page 2 of 2Create a Database
The following assignment is based on the business scenario for which you created both an entity-relationship diagram and a normalized database design in Week 2.
For this assignment, you will create multiple related tables that match your normalized database design. In other words, you will implement a physical design (an actual, usable database) based on a logical design.
Refer to the linked W3Schools.com articles “SQL CREATE TABLE Statement,” “SQL PRIMARY KEY Constraint,” “SQL FOREIGN KEY Constraint,” and “SQL INSERT INTO Statement” for help in completing this assignment.
Note: In the industry, even the most carefully thought out database designs can contain mistakes. Feel free to correct in your tables any mistakes you notice in your normalized database design. Also, note that in Microsoft® Access®, you follow the steps below to launch the SQL editor:
Figure 1. To create a SQL query in Microsoft® Access®, begin by clicking the CREATE tab.
To Complete This Assignment:
1. Use the CREATE TABLE statement to create each table in your design. Note that a table in a RDMS corresponds to an entity in an entity-relationship diagram. Recommended tables for this assignment are CUSTOMER, ORDER, ORDER_DETAIL, PRODUCT, EMPLOYEE, and STORE.
2. As part of each CREATE TABLE statement, define all of the columns, or fields, that you want each particular table to contain. Give them short, meaningful names and include constraints; that is, describe what type of data each column (field) is allowed to hold and any other constraints, such as size, range, or uniqueness.
3. Note that any field you marked as a unique identifier in your normalized database design is a key field. Key fields must be described as both UNIQUE and NOT NULL, which means a value must exist for each record and that value must be unique across all records.
4. After you have created all six tables, including relationships between the tables as appropriate (matching the primary key in one table to a foreign key in another table), use the INSERT INTO statement to insert 10 records into each of your tables. You will need to make up the data you insert into your tables. For example, to insert one record into the CUSTOMER table, you will need to invent a customer number, a customer name, and so on—one value for each of the fields you defined for the CUSTOMER table—to insert into the table.
5. To ensure that your INSERT INTO statements succeeded in populating your tables, use the SELECT statement described in Ch. 7, “Introduction to Structured Query Language,” in Database Systems: Design, Implementation, and Management.to retrieve the records you inserted. For example, to see all 10 records you inserted into the CUSTOMER table, you might apply the following SQL statement: SELECT * FROM CUSTOMER;
After you have created all six tables and populated ten records in each table, submit to the Assignment Files tab the database containin.
DB3.1 Mexico corruptionDiscuss the connection between pol.docxedwardmarivel
DB3.1: Mexico corruption
Discuss the connection between politics, corruption, and criminal organizations in Mexico. How would you go about separating these? Give examples and be specific. Support your ideas on why you would do these specific measures.
DB3.2: Collapse of Soviet Union
How has the collapse of the Soviet Union fostered pirate capitalism and organized crime? Be specific with your answer and support your answer. Do you think that if the Soviet Union did not collapse pirate capitalism and organized crime would still flourish? Support your opinion.
300 words per post
.
DB2Pepsi Co and Coke American beverage giants, must adhere to th.docxedwardmarivel
DB2
Pepsi Co and Coke American beverage giants, must adhere to the U.S Foreign Corruption Act wherever their businesses may take them. Both companies expanded their U.S businesses to India with differing initial results. Coke came home (initially) and Pepsi Co prospered.
Do your research and explain the socio-cultural barriers faced by these two companies? What in your view were the reasons which negatively impacted Coke and positively touched Pepsi Co?
WEEK 3:
Interactive
: Select one company other than the 2 mentioned above, and share this company’s experience in the United Arab Emirates. Comment on another learner’s company experience in a different location of the world.
WEEK 4:
Interactive
: Comment on a different learner’s company experience in a totally different location from those completed earlier. Do you feel that cultural training is an essential pre-requisite for expatriates in any host country? Why/Why not?
Remember to use APA referencing in the body of your posting.
.
DB1 What Ive observedHave you ever experienced a self-managed .docxedwardmarivel
DB1: What I've observed
Have you ever experienced a self-managed team? If so, describe it. If not, why do you think your organization has not embraced self managed teams?
DB2: Case Analysis
Review the case study at the end of Chapter 8, Frederick W. Smith - FedEx. Answer the five questions below:
1. How do the standards set by Fred Smith for FedEx teams improve organizational performance?
2. What motivates the members of FedEx to remain highly engaged in their teams?
3. Describe the role FedEx managers play in facilitating team effectiveness.
4. What types of teams does FedEx use? Provide evidence from the case to support your answer.
5. Leaders play a critical role in building effective teams. Cite evidence from the case that FedEx managers performed some of these roles in developing effective teams.
Image Source Team:
http://www.freedigitalphotos.net/images/gallery-thumbnails.php?id=50143103253525199427035558
.
DB Response 1I agree with the decision to search the house. Ther.docxedwardmarivel
DB Response 1
I agree with the decision to search the house. There was reasonable suspicion to believe the fugitive could have been in the home. The homeowner not only consented to the search of the house but requested it for her safety. Complacency kills. In this situation, the officer is very regretful in his decision to conduct a complacent search of the home, and luckily nobody was killed.
My department does not have body cameras, but I still conduct business as if somebody is recording me. We live in a generation of surveillance. You never know when there are hidden cameras, a camera on a business you did not notice, or a cell phone recording from the top floor of a building. We hire police officers with high amounts of integrity because the definition of integrity is doing the right thing even when nobody is looking. I would be lying if I said my grandmother would approve of everything I do on the job. I am most guilty of foul language and it is something that I am working on not doing that. However, I can emphatically say I work with integrity and honesty without a doubt.
I think setting limits on tolerable behavior in regards to sexual and general harassment is appropriate; however, there are too many situations to make a policy for every behavior one could find inappropriate. When it comes to using force again every situation is different but there should be a pretty well laid out policy at departments for when and how an officer should use a certain amount of force. Officers should be trained on de-escalation tactics and alternatives to using force. Tactical training should include strategies to create time, space, and distance, to reduce the likelihood that force will be necessary and should occur in realistic conditions appropriate to the department’s location (U.S. Commission On Civil Rights, 2018).
Philippians 2 verses 3 – 8 is a pretty straightforward verse with great leadership lessons. Be humble, put others before yourself, and be a servant leader.
From the very beginning of any interrogation, the accused has constitutional rights not to speak to police and also to have an attorney present. The Eighth Amendment to the Constitution prohibits cruel and unusual punishments placed upon any persons in the U.S. With these rights in mind I will only go as far as the Constitution allows when interrogating this suspect even if the suspect admits where the child is if the admission was coerced that admission could get thrown out of court. I would never compromise the investigation. There are other ways to find the abducted girl through detective work than just interrogating the suspect. The cost of illegal interrogations is documented in the number of lost prosecutions. Literally, thousands of cases across the country have had to be dismissed because prosecutors could not trust that the evidence provided by police officers was legitimate or the officer had lost credibility as a witness in all cases because of his or her wrongdoing (P.
DB Response prompt ZAKChapter 7, Q1.Customers are expecting.docxedwardmarivel
DB Response prompt ZAK
Chapter 7, Q1.
Customers are expecting more from their service providers. Rather than traditionally accepting boilerplate offerings from service providers, customers desire that service providers cater to their requests. Organizations providing services must keep up with the customer’s demand or risk losing business to others who will. Many service providers have been adopting lean principles to accommodate the needs of their customers in successful attempts to decrease waste, increase efficiency, improve customer service and satisfaction (Daft, 2016, p. 275). From online music providers, customers expect music tracks personalized for their tastes. From airlines, customers can expect preflight seat and meal selections. Amazon.com provides custom personalization to a customers’ home pages by placing personally directed advertisements and products which the customer is more likely to order from the company. Amazon book recommendations are personalized to the specific customer and are provided based upon previous books read. With customers expecting customized and catered experiences, companies need to keep up with this demand and embrace mass customization in order to obtain and retain customers.
Chapter 7, Q2.
While many facets of businesses may involve craft technology, it is still important for business schools to teach management. Some businesses which only expect their leaders to gain knowledge and expertise from experience, may be creating a bureaucratic and restricted model for their business. Companies which rely only on internal training for their leaders can miss opportunities from potential leaders coming in from the outside. Business schools which teach management can provide potential leaders with a foundation to draw from. Teaching management can expose students to issues and opportunities experienced by others, not just ones restricted to one specific company. Teaching management from a textbook is just one method of conveying information. Just as one would not necessarily be proficient in piloting a boat from reading a book, a textbook about doing so would provide the student with underlying concepts which could dramatically increase the success of the student when they move to an actual boat. This textbook based training would be further enhanced with some practical experience.
Chapter 8, Q1.
Technology has progressed allowing real time instant messaging and virtual meetings. High level managers can indeed expect technology to allow them to do their jobs with little face-to-face communication, but they should question if that is something they really want to do. There are currently methods available which could be used effectively to communicate with subordinates, employees and stockholders, such as recorded feeds which would be able to reach every associated individual. These however may not provide a sense of personalization from the managers. Leaders in an organization may resort to using tec.
DB Topic of Discussion Information-related CapabilitiesAnalyze .docxedwardmarivel
DB Topic of Discussion: Information-related Capabilities
Analyze 2 of the 14 information-related capabilities and explain how the joint force can use these capabilities to affect the three dimensions of the information environment. Give examples of real-world or life events for the capabilities and how can you use these concepts as a CSM/SGM.
Consumer Brand Metrics Q3 2015
Eater Archetypes:
Brand usage and preferences by consumer segment
The restaurant industry has long relied on demographic factors to
identify and prioritize consumer groups. For example, many
brands currently obsess over attracting Millennials—some
without pausing to consider the variations among consumers
within this demographic cohort. In addition to life stages,
consumer attitudes about health, value, convenience and the
overall role of foodservice in their lives drive significant
differences in preferences and behavior.
With these distinctions in mind, we have updated the Consumer
Brand Metrics (CBM) survey with questions that allow us to
segment consumers into one of seven Eater Archetypes. Each
segment has a distinct psychographic profile, which is outlined in
our recent Consumer Foodservice Landscape. Accordingly, their
patronage of the segments and brands tracked in CBM varies.
This paper explores some differences we can discern after the
initial quarterly results, including the archetypes’ segment usage,
brand patronage and occasion dynamics. Examining CBM data by
Eater Archetype reveals nuances that complement a demographic
profile of a chain’s guests.
By Colleen Rothman, Manager, Consumer Insights
To learn more about the Consumer Brand Metrics program or to sign up for future
Spotlight by Consumer Brand Metrics white papers, please contact Bart Henyan,
Senior Marketing Manager, at [email protected]
Consumer Brand Metrics Q3 2015
Segmenting consumers by psychographic factors, rather than
just demographic characteristics, can lead to a better
understanding of the consumers that matter to your brand and
how to appeal to them.
Key Takeaways
Busy Balancers and Functional Eaters drive usage across
restaurants and convenience stores. Full-service restaurant
(FSR) operators may also consider targeting Foodservice
Hobbyists and Affluent Socializers, as these archetypes
comprise more than a quarter of FSR patrons, on average.
How does foodservice segment usage vary by archetype?
Driven by unique needs and motivations, Eater Archetypes
gravitate to a wide variety of brands. For example,
McDonald’s, Burger King and Whataburger each
disproportionately attract unique archetypes (Habitual
Matures, Bargain Hunters and Functional Eaters,
respectively).
Which chains do each archetype visit most frequently?
Archetypes that patronize the same restaurant may not use
the brand the same way. For example, usage varies by
daypart, with afternoon snacks skewing to Busy Balancers
and late-night meals d.
DB Instructions Each reply must be 250–300 words with a minim.docxedwardmarivel
DB Instructions:
Each reply must be 250–300 words with a minimum of 1 scholarly source. The scholarly source used for your thread and response should be in addition to the class textbooks.
Reference Book: Young, M. (2017). Learning the Art of Helping. Boston, MA: Pearson. ISBN: 9780134165783.
.
DB Defining White Collar CrimeHow would you define white co.docxedwardmarivel
DB: Defining White Collar Crime
How would you define white collar crime? What are the advantages and disadvantages of the various terms, such as “white collar crime,” “crimes of the powerful,” “elite deviance,” etc., used to describe the type of crimes.
300 Word Minimum
.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
How to Split Bills in the Odoo 17 POS ModuleCeline George
Bills have a main role in point of sale procedure. It will help to track sales, handling payments and giving receipts to customers. Bill splitting also has an important role in POS. For example, If some friends come together for dinner and if they want to divide the bill then it is possible by POS bill splitting. This slide will show how to split bills in odoo 17 POS.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
The Indian economy is classified into different sectors to simplify the analysis and understanding of economic activities. For Class 10, it's essential to grasp the sectors of the Indian economy, understand their characteristics, and recognize their importance. This guide will provide detailed notes on the Sectors of the Indian Economy Class 10, using specific long-tail keywords to enhance comprehension.
For more information, visit-www.vavaclasses.com
Digital Tools and AI for Teaching Learning and Research
To Plan, Design, Deliver, and Evaluate an Original Train.docx
1. To Plan, Design, Deliver, and Evaluate an Original Training
Program
Tracey Jones
OMM618: Human Resources Management
August 31, 2015
Rachana Misraraj
Running head: TO PLAN, DESIGN, DELIVER, AND
EVALUATE AN ORIGINAL
1
TO PLAN, DESIGN, DELIVER, AND EVALUATE AN
ORIGINAL
2
To Plan, Design, Deliver, and Evaluate an Original Training
Program
Question 1
The ____ section of the project management plan describes how
to monitor project progress and handle changes.
a.
management objectives
2. b.
project controls
c.
risk management
d.
technical processes
Question 2
One method for selecting projects based on ____ is to determine
whether they first meet three important criteria: need, funding,
and will.
a.
broad organizational needs
b.
using a weighted scoring model
c.
implementing a balanced scorecard
d.
categorizing information technology projects
Question 3
____ are new requirements imposed by management,
government, or some external influence.
a.
Opportunities
b.
Commands
c.
Problems
3. d.
Directives
Question 4
The majority of time on a project is usually spent on ____, as is
most of the project’s budget.
a.
execution
b.
planning
c.
closing
d.
monitoring and controlling
Question 5
There are ____ main processes involved in project integration
management.
a.
three
b.
six
c.
ten
d.
fifteen
Question 6
____ is crucial in information technology projects because once
a project team implements a new system, it takes a considerable
4. amount of effort to change the system.
a.
Initiating
b.
Planning
c.
Executing
d.
Closing
Question 7
The project communications management knowledge area maps
to the ____ process group through the activity of information
distribution.
a.
initiating
b.
planning
c.
executing
d.
monitoring and controlling
5. Question 8
The outputs of ____ include change request status updates,
project management plan updates, and project document
updates.
a.
monitoring and controlling the project work
b.
closing the project
c.
developing the project management plan
d.
performing integrated change control
Question 9
The ____ section of the project plan should describe the major
project functions and activities and identify those individuals
who are responsible for them.
a.
organizational charts
b.
other organizational or process-related information
c.
project responsibilities
d.
management objectives
Question 10
An organization may initiate information technology projects
for several reasons, but the most important reason is to support
____.
6. a.
financial security
b.
business objectives
c.
technological advances
d.
shareholders
Question 11
Projects that address ____ are much more likely to be
successful because they will be important to the organization.
a.
a balanced scorecard
b.
a weighted scoring model
c.
broad organizational needs
d.
net present value
Question 12
Many people are familiar with SWOT analysis—analyzing
Strengths, Weaknesses, Opportunities, and Threats—which is
7. used to aid in ____.
a.
project initiation
b.
project planning
c.
strategic planning
d.
strategic initiation
Question 13
The project integration management knowledge area maps to the
____ process group through the activities of developing project
charters.
a.
initiating
b.
planning
c.
executing
d.
monitoring and controlling
Question 14
8. A common ____ is reporting performance, where project
stakeholders can identify any necessary changes that may be
required to keep the project on track.
a.
executing process
b.
closing process
c.
monitoring and controlling process
d.
planning process
Question 15
The ____ process involves gaining stakeholder and customer
acceptance of the final products and services and bringing the
project, or project phase, to an orderly end.
a.
ending
b.
closing
c.
developing
d.
completing
Question 16
It is good practice to focus on the ____ of meetings.
a.
flow
9. b.
planning
c.
agenda
d.
results
Question 17
A ____ is a document that includes details related to the
identified project stakeholders.
a.
stakeholder register
b.
stakeholder list
c.
stakeholder directory
d.
stakeholder contact list
Question 18
The project schedule information section of the project
management plan should include ____.
a.
a detailed budget
b.
major work packages
c.
10. a detailed schedule
d.
project staffing
Question 19
The ____ is the minimum acceptable rate of return on an
investment.
a.
return on investment
b.
internal rate of return
c.
external rate of return
d.
required rate of return
Question 20
The ____ provides a basis for creating the project schedule and
performing earned value management for measuring and
forecasting project performance.
a.
WSB
b.
project team analysis
c.
WBS
d.
project tool
11. Recruiting and Staffing Plan
Tracey Jones
OMM618: Human Resources Management
August 20, 2015
Rachana Misraraj
Running head: RECRUITING AND STAFFING PLAN
1
RECRUITING AND STAFFING PLAN
6
Recruiting and Staffing Plan
Recruiting and staffing are two crucial elements that make
an organization and determine its path to success. The two tasks
also need strategic and informed ways in their handling. The
position to be filled determines much about how the processes
of recruiting will be done. This paper focuses in the job
openings in Amazon. The job position in the discussion herein
is that of a customer service manager, a full-time position. This
paper, therefore, seeks to explore the legal landscape and job
considerations. The paper further devises a recruiting plan for
the organization as concerns recruiting and create a selection
plan for the position that deeply relates to staffing.
The legal landscape of customer service management is
viewed on both national and international scopes. The legal
landscape of the job is evidenced through the United States
12. Department of Labor, which has laws. The laws give detailed
specifics that dictate the recruitment, staffing and how
employees should be handled. The specifics include workplace
safety and health, wages and hours, and employee protection.
Workplace safety and health of an organization has to be
certified by Occupation Safety and Health Administration
(OSHA) which falls under the OSHA Act. OSHA does
certification and regulation through visiting firms and
inspecting them (Perez, 2013). The firms are expected to
provide their employees with a working environment free of
recognized serious hazards. Amazon has working environments
that are safe and healthy.
Wages and hours are regulated under the Fair Labor
Standards Act. The Wage and Hour Division administers the
Act. Under this Act, employers are expected not to pay their
employee’s wages that are below the amount set as a minimum
limit by the Federal Law. Overtime payments are also expected
to be made when an employee is involved in work beyond
regular working hours. Also, there is a restriction on
employment of children under 18 but allows working for
specific children under the ages of 18 or 16 to work in non-
agricultural sectors that are not deemed dangerous. There is also
a limit to the employment of these children that is they should
be working during school hours. As that exists, there is an
absolute restriction in some industries that children under the
age of 18 cannot work. Amazon is an international firm and
requires at least persons above the age 18 to work in their
customer service management position. The company also
recognizes the need to abide by payment laws and that is
observed by the human resource and accounts departments in
the organization. Lastly, employee protection is enforced by
OSHA. Employees should be allowed to join whistleblower
memberships where they can advocate for their working rights.
Amazon provides the employees with such freedom and
employees can exercise their democratic rights as pertains to
their customer service management.
13. The legal considerations Amazon should be aware of is the
proof of nationalism and identity. That can be done through
passports and identity cards that are further analyzed for
authenticity. Attention to age is also important as children
under the age of 18 are highly discouraged from employment.
Further still, the firm should employ persons who meet the
qualification of industry standards. The aim of that is to ensure
that professionalism prevails, and industry standards are met.
Recruiting is the enrolling of someone as a member of
your organization. The person might be new or used to the
organization. The term used means that the individual might
have worked for the organization, left at some time and then
enlisted again to work as an employee in the organization.
Recruitment will always be a part of many organization due to
the important roles it plays to them. The first role that deems
recruiting important is to provide an organization with the best
talents or skills for its forward development. It is widely known
that organizations have a keen eye for talent and special skills
and qualification that can steer the company ahead. The talented
and skilled people can incorporate outstanding ideas to the
organization, and the way to get them into an organization is
through recruiting. The second important role the organization
plays is the replacement of positions that are vacant and need
immediate filling. The cause of the vacancies might happen in
an emergency where a member of staff passes on or leaves with
or without notice. The third and last role to provide support to
an organization’s growing enterprise. That is in the case where
an organization is expanding and needs much attendance to its
functions through new staff.
Recruitment is a sensitive task and as several such tools
should be used to make the process successful. There are three
tools that are very significant in the dynamic world of today
which are; online tools and location technology and pre-
employment assessments. The online tools include Linked In
and Facebook platforms where professional groups can be
joined. Through the occupational groups, the recruiting
14. company can identify its potential and qualified employees and
able to engage them accordingly. The online makes it easier,
faster and cheaper for the recruiting process. The location
technology tool is one that uses the IP addresses of the
applicant. The IP address helps identify the location of the
candidate and be able to send them information that is relevant
to their region (Beagrie, 2013). That guarantees a company
engagement with foreign intellectual minds which is an
advantage. Lastly, pre-employment assessments include the
sending of portfolios and doing of tests. The sent portfolios are
evaluated where skills and competence are of concern. Together
with the test results, much about a candidate is known and helps
save time and costs in the recruiting process.
Staffing is the process in which individuals are selected to
perform specific roles assigned to them within an organization.
Through the staffing process, training and orientations are vital
as they make the individuals more familiar to the organization.
Staffing is important to an organization because it helps place
employees in their right positions, according to their skills and
talents. That in turn leads to better performance, which yields
better results for the company because of employee satisfaction
that leads to customer satisfaction (McQuerrey, 2012). When
the customers are satisfied there is more repeat business and the
business grows as there is also the prevalence of good
organization. Three assessments will be used in Amazon’s
staffing case. The first evaluation drug screening, physical
disabilities check, and background checks. The checks are
necessary to enable the company knows the history of the
candidates. Criminal activities can be checked, any drug
indulgence and physical disabilities should be known to ensure
the company will not be unknowingly limiting itself to
achieving set goals. That stands to save the image of the
company to the customers because the customer service
manager requires prudence in engaging customers. The second
assessment is through qualification screens alongside
knowledge tests. The candidates are held to answer knowledge
15. tests that are graded alongside their qualifications and their
visionary goals evaluated. The third assessment type is having
background checks. The background checks include talent
checks, culture fit, and values. The checks help evaluate how a
candidate can have their characteristics motivate their
performance and the general aspect of success within the
organization (Avesta, 2014).
The types of interviews to be involved in Amazon’s case
are behavioral and presentation. Behavioral interviews allow
hiring managers to look at an individual’s past experiences and
helps determine future behavior. Such a case is by asking an
individual what is their biggest failure then followed by asking
them how they handled it. The reaction thereon can be used to
predict how the person will face problems. The second is
presentation interviews. This interview style prompts the
candidate to think swiftly and find solutions to a problem. How
the applicant presents the solution, gives indicative results on
the type of person the organization would like to have.
Conclusively, recruitment and staffing are sensitive and
prospective processes that require serious attention. Amazon’s
strategic plan in recruiting and staffing is that they should be
aware of the prevalent legal landscape and consideration. The
company’s engagement should act within the precincts of law to
avoid bad reputation and fines. Recruitment should be made to
fill vacancies, add to the available human capital and improve
position performance through exceptional skill and talent.
Staffing should take the candidates through what the company
entails. The customer service manager position requires one to
be eloquent, flexible and smart as different types of clients are
engaged. When Amazon employs the outlined specifics in the
legal aspects, the suitable person for the customer service
position will be found guaranteeing success for the
organization.
16. References
Avesta. (2014). How Staffing Assessment Tools Work.
Retrieved from Avesta: http://avestacorp.com/staffing-
assessment-tools-work/
Beagrie, S. (2013). Goal Setting & Time Management. Seven
Recruitment Tools You Need. Retrieved from HR:
http://www.hrmagazine.co.uk/hro/features/1077568/seven-
recruitment-tools
McQuerrey, L. (2012). Importance of Staffing Management.
Retrieved from Chron:
http://smallbusiness.chron.com/importance-staffing-
management-49551.html
Perez, T. E. (2013). United States Department of Labor. Laws
and Regulations. Retrieved from United States Department of
Labor: http://www.dol.gov/opa/aboutdol/lawsprog.htm
HR Plan
You are a Human Resources (HR) program of one. Based on
information learned in this course, create a Human Resources
plan of the steps needed to create a one-person HR department.
The design of the HR department must correspond to the various
dimensions of the organization. For example, if there are
multiple customers, products, or locations, then HR needs to
support them all.
17. In your paper:
Provide a clear and concise summary of the business (name,
industry, number of people, etc.).
Create a detailed plan by completing the following:
Develop a recruitment and selection plan.
Design a training and development plan.
Design a compensation package for the people hired.
Discuss legal issues the company should consider (e.g., the U.S.
Equal Employment Opportunity Commission).
Develop a performance appraisal system.
Provide support from scholarly sources in regards to the
decisions made in the creation of the HR department.
Writing the HR Plan
The HR Plan
Must be eight to ten pages in length (not including the title and
reference pages) and must be formatted according to APA style
as outlined in the Ashford Writing Center. Any exhibits or
appendices are also not included in the paper length.
Must include a title page with the following:
Title of paper
Student’s name
Course name and number
Instructor’s name
Date submitted
Must begin with an introductory paragraph that has a succinct
thesis statement.
Must address the topic of the paper with critical thought.
Must end with a conclusion that reaffirms your thesis.
Must use at least five scholarly sources, three of which must be
from the Ashford University Library, in addition to the text.
Must document all sources in APA style as outlined in the
Ashford Writing Center.
Must include a separate references page that is formatted
according to APA style as outlined in the Ashford Writing
Center
