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Unit 5 Assignment Unit outcomes addressed in this Assignment: Identify the need for employee training and development Explain the six steps in the appraisal process Discuss how management by objective (MBO) can be used as an appraisal method Explain why performance appraisals might be distorted Course outcome assessed/addressed in this Assignment HA530-2: Recommend employee training and development plans. Instructions Research four peer review articles from Kaplan Library on employee training and development, the appraisal process, management by objective (MBO) used as an appraisal method, why performance appraisals might be distorted. You will summarize your results in a written report 3–5 pages in length, not including the Cover Page and References. APA format applies. See the Kaplan Writing center for APA links. Submit the assignment through the course Dropbox. 1. Briefly describe the appraisal process and how it should work. 2. What are some major factors that distort performance appraisals? 3. How can the appraisal process motivate staff to do a good job? 4. What can managers do to make the meeting more successful? 5. Based on all the above, when and why would you recommend employee training and development plans? Submit to the correct dropbox. Unit 5 Assignment Grading Rubric = 110 points Assignment Requirements Points possible Points earned by student Description of the appraisal process and how it should work. 0–20 Discussion of how the appraisal process can motivate staff to do a good job and, what managers can do to make the meeting more successful? 0–35 Discussion of factors impacting the appraisal process. 0–20 Based on all the above when and why would you recommend employee training and development plans? 0–35 Total (Sum of all points) Points deducted for spelling, grammar, and/or APA errors. Adjusted total points Instructor Feedback: Project Task List and Schedule Michael Boddie Project Planning and Implementation CMGT/410 John Burwick November 9, 2017 An off-site event requires a lot of things which should be managed properly to make it successful. If you will not be able to manage the event then the results will not be according to the requirements. There are three main things which should be considered when you are managing an off-site event. Following are those three things: · Meeting space · Technology requirements · Catering service When these three things will be ordered and managed in a proper way then everything will work smoothly otherwise it can be a difficult task to manage the things. S.No Task Relationship 1 Training 1.1 Finalizing the Training Agenda 1.2 Designing the Training Course FS 1.1 1.3 Identifying the Technological Requirements FS 1.2 1.4 Finalizing the Training Schedule FS 1.3 1.5 Looking Up for the trainer FS 1.4 1.6 Check and Shortlist the profiles FS 1.5 ...
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Tbs 930 course outline autumn 2015
This document is a subject outline for an Operations Management course taking place in autumn 2015. It provides details on lecture times and location, the lecturer, learning outcomes, assessment tasks, textbook information, and policies. The course aims to introduce foundational concepts in operations management and managing key business processes and flows. Topics include forecasting, facility planning, inventory management, and quality control. Assessments include a group project, midterm exam, and final exam. The project involves analyzing and recommending improvements to an organization's operations management system.
Develop teams and individuals(Assessment objectives ...)Questi
Develop teams and individuals
(Assessment objectives ...)
Question 1.1
Top of Form
It is necessary to systematically identify and implement learning and development needs in line with organisational requirements. To do this a training needs analysis would be conducted. Explain what a TNA is, how it would be conducted, who would be involved and how it would be used.
Attach filesSave
Bottom of Form
(Assessment objectives ...)
Question 1.2
1.2.a
Top of Form
A learning plan that meets individual and group training and development needs will be collaboratively developed, agreed to and implemented. Draw on your own experience and that of others, plus independent research, to determine why prospective learners should be consulted about the type of learning to be delivered and the structure of the learning process.
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1.2.b
Top of Form
What are the likely repercussions if employees are not consulted and involved in the design, development and targeting of training or learning opportunities?
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(Assessment objectives ...)
Question 1.3
Top of Form
What advantages are there when an individual self-evaluates their competence and identifies what is needed to learn, grow and improve knowledge and skills?
Attach filesSave
Bottom of Form
(Assessment objectives ...)
Question 1.4
Top of Form
How does collecting regular feedback on the performance of team members, from relevant sources assist managers in identifying the learning needs of individuals and teams?
Question 2.1
2.1.a
Top of Form
Explain how trainers can identify career pathways and competency standards relevant to the industry and why it is necessary for them to do this.
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2.1.b
Top of Form
Why is it important to clearly identify learning and development program goals and objectives?
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(Assessment objectives ...)Question 2.2
2.2.a
Top of Form
Why is it beneficial to identify learning styles?
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2.2.b
Top of Form
Why is it necessary to consider, when designing a program, the physical resources that might be needed? Use examples where appropriate.
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(Assessment objectives ...)Question 2.3
2.3.a
Top of Form
Describe three facilitation techniques that will encourage team development and improvement.
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2.3.b
Top of Form
List six reasons why it is beneficial for management to provide workplace learning, coaching or mentoring opportunities.
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(Assessment objectives ...)Question 2.4
2.4.a
Top of Form
Effective training will incorporate a range of activities and support materials appropriate to the achievement of identified competencies. Explain what this means.
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2.4.b
Top of Form
Choose a topic around which you could create a development opportunity. For example:
a. A procedure that you need team members to follow.
b. A p ...
Sheet1Rubric for Assignment 4 - PMO CharterMaxYour PointsComment.docx
Sheet1Rubric for Assignment 4 - PMO CharterMaxYour
PointsCommentsCompany Description PPTCompany Vision4Types of Projects4General Description4Organizational Needs Determination (Complete the Project Management Needs and Business Management Needs)8Organizational Culture Examination (Complete Organization Change, Business Focus, Business Philosophy, and Business Alignment)8Stakeholder Analysis4Current Practices Assessment ( Complete Part 1, page 649-650 and Part 2, page 651)8Preliminary Functionality Examination (Select one of the levels and describe why.)4PMO Staff Alignment (Specify who is part of the development team and who is part of the operations team).8PMO Executive Control Board (Specify using the legend who are the members of the executive control board.4Grammar - Organization - Spelling8PMO Charter Document - WordBusiness Purpose4Project Management Purpose4PMO Functional Responsibilities4PMO Business Alignment4PMO Business Affiliation4PMO Authority4PMO Resource and Funding4PMO Reviewers and Approvers4Grammar - Organization - Spelling4 Total 10001001. For your company describe In a PPT Document, the Company Vision, Types of Projects, and General Description of Company, use the Appendix A in Gerard Hill book starting in page 625 to complete each of the assessment activities, including Organizational Needs Determination, Organizational Culture Examination, Stakeholder Analysis, Current Practices Assessment, Preliminary Functionality Examination, PMO Staff Alignment, and PMO Executive Control Board.2. In a Word document, write a PMO Charter using the Checklists in Appendix A of Gerard Hill’s book.3. Upload the PPT slide deck and the single Word Doc and be prepared to discuss at the Adobe Connect session
PMGT 580 Unit 4
Starting a PMO
Note: Reference material is The Complete Project Management Office Handbook by Gerard M. Hill and Business Driven PMO Setup by Mark Price Perry.
Overview
It is extremely important when starting up a PMO that a good stakeholder-centered entity is formed. This includes how the PMO needs to support the strategic planning as well as how it is structured. This unit focuses on the steps needed to start up a PMO in a way that will sustain the PMO post startup. You will be selecting an organization in the Unit and writing a PMO charter as a part of one of your assignments.
Unit 4 Objectives
Key Questions and Outcomes
What are some of the leading factors that contribute to the establishment of a PMO?
In terms of a practical roadmap for establishing a PMO, what are the phases and order of phases that a PMO should seek to follow?
What are the typical barriers that often prevent a PMO from establishing a clear vision?
What are the differences between and characteristics of functional and projectized organizations and weak, balanced, and strong matrix organizations?
What are the pros and cons of “selling” the concept of a PMO mindset?
What does organizational culture have to do with setting up .
Employee's manual
The document provides guidance for employees on DepED's Results-based Performance Management System (RPMS). It discusses the four phases of RPMS: 1) Performance Planning and Commitment where objectives and competencies are agreed upon, 2) Performance Monitoring and Coaching for improving performance, 3) Performance Review and Evaluation for assessing performance, and 4) Performance Rewards and Development Planning for addressing accomplishments, rewards, and development needs. The document outlines the process for each phase, including identifying key result areas, writing objectives, agreeing on required competencies, and monitoring, reviewing, and developing performance.
Training Need Assesment Program
this program was prepared to present the layout of a training program for one of the small industries' employees to present training program they may need and what methodology to follow to implement training strategy, as well as improving kind of knowledge and skill need in the company.
ISC_2015_Analysis 101
The document provides an overview of training analysis, which is the first step in the ADDIE model of instructional design. It explains that training analysis involves performing a needs assessment, learner analysis, task analysis, and cost-benefit analysis to determine if training is the appropriate solution and what should be covered. The analysis phase establishes the basis for the design and development of the training program. It ensures the training fulfills a business need and identifies what needs to be learned, the performance standards, who needs to learn it, and how the learning will be delivered. The document outlines the key elements of each type of analysis and provides examples.
The Pmo Startup
The document discusses the roles and functions that a Project Management Office (PMO) can take on. A PMO typically provides some combination of administrative support, project management consulting and mentoring, developing and maintaining project management methodologies and standards, training, and experienced project manager staffing. The document advises deciding which roles the PMO will assume, acquiring the necessary skills, coordinating with other departments, and establishing standards and procedures for the PMO to follow.
Presentation about Training Need Analysis.pptx
The document discusses different types of training needs analysis, including organizational-based, job competency-based, and person competency-based analyses. It provides steps for each type of analysis, including identifying key success factors, competency requirements, and competency gaps for individual employees. An example is given of assessing a Training Manager's competencies against requirements for their position and identifying gaps that can be addressed through a training and development program.
Recommended
Tbs 930 course outline autumn 2015
This document is a subject outline for an Operations Management course taking place in autumn 2015. It provides details on lecture times and location, the lecturer, learning outcomes, assessment tasks, textbook information, and policies. The course aims to introduce foundational concepts in operations management and managing key business processes and flows. Topics include forecasting, facility planning, inventory management, and quality control. Assessments include a group project, midterm exam, and final exam. The project involves analyzing and recommending improvements to an organization's operations management system.
Develop teams and individuals(Assessment objectives ...)Questi
Develop teams and individuals
(Assessment objectives ...)
Question 1.1
Top of Form
It is necessary to systematically identify and implement learning and development needs in line with organisational requirements. To do this a training needs analysis would be conducted. Explain what a TNA is, how it would be conducted, who would be involved and how it would be used.
Attach filesSave
Bottom of Form
(Assessment objectives ...)
Question 1.2
1.2.a
Top of Form
A learning plan that meets individual and group training and development needs will be collaboratively developed, agreed to and implemented. Draw on your own experience and that of others, plus independent research, to determine why prospective learners should be consulted about the type of learning to be delivered and the structure of the learning process.
Attach filesSave
Bottom of Form
1.2.b
Top of Form
What are the likely repercussions if employees are not consulted and involved in the design, development and targeting of training or learning opportunities?
Attach filesSave
Bottom of Form
(Assessment objectives ...)
Question 1.3
Top of Form
What advantages are there when an individual self-evaluates their competence and identifies what is needed to learn, grow and improve knowledge and skills?
Attach filesSave
Bottom of Form
(Assessment objectives ...)
Question 1.4
Top of Form
How does collecting regular feedback on the performance of team members, from relevant sources assist managers in identifying the learning needs of individuals and teams?
Question 2.1
2.1.a
Top of Form
Explain how trainers can identify career pathways and competency standards relevant to the industry and why it is necessary for them to do this.
Attach filesSave
Bottom of Form
2.1.b
Top of Form
Why is it important to clearly identify learning and development program goals and objectives?
Attach filesSave
Bottom of Form
(Assessment objectives ...)Question 2.2
2.2.a
Top of Form
Why is it beneficial to identify learning styles?
Attach filesSave
Bottom of Form
2.2.b
Top of Form
Why is it necessary to consider, when designing a program, the physical resources that might be needed? Use examples where appropriate.
Attach filesSave
Bottom of Form
(Assessment objectives ...)Question 2.3
2.3.a
Top of Form
Describe three facilitation techniques that will encourage team development and improvement.
Attach filesSave
Bottom of Form
2.3.b
Top of Form
List six reasons why it is beneficial for management to provide workplace learning, coaching or mentoring opportunities.
Attach filesSave
Bottom of Form
(Assessment objectives ...)Question 2.4
2.4.a
Top of Form
Effective training will incorporate a range of activities and support materials appropriate to the achievement of identified competencies. Explain what this means.
Attach filesSave
Bottom of Form
2.4.b
Top of Form
Choose a topic around which you could create a development opportunity. For example:
a. A procedure that you need team members to follow.
b. A p ...
Sheet1Rubric for Assignment 4 - PMO CharterMaxYour PointsComment.docx
Sheet1Rubric for Assignment 4 - PMO CharterMaxYour
PointsCommentsCompany Description PPTCompany Vision4Types of Projects4General Description4Organizational Needs Determination (Complete the Project Management Needs and Business Management Needs)8Organizational Culture Examination (Complete Organization Change, Business Focus, Business Philosophy, and Business Alignment)8Stakeholder Analysis4Current Practices Assessment ( Complete Part 1, page 649-650 and Part 2, page 651)8Preliminary Functionality Examination (Select one of the levels and describe why.)4PMO Staff Alignment (Specify who is part of the development team and who is part of the operations team).8PMO Executive Control Board (Specify using the legend who are the members of the executive control board.4Grammar - Organization - Spelling8PMO Charter Document - WordBusiness Purpose4Project Management Purpose4PMO Functional Responsibilities4PMO Business Alignment4PMO Business Affiliation4PMO Authority4PMO Resource and Funding4PMO Reviewers and Approvers4Grammar - Organization - Spelling4 Total 10001001. For your company describe In a PPT Document, the Company Vision, Types of Projects, and General Description of Company, use the Appendix A in Gerard Hill book starting in page 625 to complete each of the assessment activities, including Organizational Needs Determination, Organizational Culture Examination, Stakeholder Analysis, Current Practices Assessment, Preliminary Functionality Examination, PMO Staff Alignment, and PMO Executive Control Board.2. In a Word document, write a PMO Charter using the Checklists in Appendix A of Gerard Hill’s book.3. Upload the PPT slide deck and the single Word Doc and be prepared to discuss at the Adobe Connect session
PMGT 580 Unit 4
Starting a PMO
Note: Reference material is The Complete Project Management Office Handbook by Gerard M. Hill and Business Driven PMO Setup by Mark Price Perry.
Overview
It is extremely important when starting up a PMO that a good stakeholder-centered entity is formed. This includes how the PMO needs to support the strategic planning as well as how it is structured. This unit focuses on the steps needed to start up a PMO in a way that will sustain the PMO post startup. You will be selecting an organization in the Unit and writing a PMO charter as a part of one of your assignments.
Unit 4 Objectives
Key Questions and Outcomes
What are some of the leading factors that contribute to the establishment of a PMO?
In terms of a practical roadmap for establishing a PMO, what are the phases and order of phases that a PMO should seek to follow?
What are the typical barriers that often prevent a PMO from establishing a clear vision?
What are the differences between and characteristics of functional and projectized organizations and weak, balanced, and strong matrix organizations?
What are the pros and cons of “selling” the concept of a PMO mindset?
What does organizational culture have to do with setting up .
Employee's manual
The document provides guidance for employees on DepED's Results-based Performance Management System (RPMS). It discusses the four phases of RPMS: 1) Performance Planning and Commitment where objectives and competencies are agreed upon, 2) Performance Monitoring and Coaching for improving performance, 3) Performance Review and Evaluation for assessing performance, and 4) Performance Rewards and Development Planning for addressing accomplishments, rewards, and development needs. The document outlines the process for each phase, including identifying key result areas, writing objectives, agreeing on required competencies, and monitoring, reviewing, and developing performance.
Training Need Assesment Program
this program was prepared to present the layout of a training program for one of the small industries' employees to present training program they may need and what methodology to follow to implement training strategy, as well as improving kind of knowledge and skill need in the company.
ISC_2015_Analysis 101
The document provides an overview of training analysis, which is the first step in the ADDIE model of instructional design. It explains that training analysis involves performing a needs assessment, learner analysis, task analysis, and cost-benefit analysis to determine if training is the appropriate solution and what should be covered. The analysis phase establishes the basis for the design and development of the training program. It ensures the training fulfills a business need and identifies what needs to be learned, the performance standards, who needs to learn it, and how the learning will be delivered. The document outlines the key elements of each type of analysis and provides examples.
The Pmo Startup
The document discusses the roles and functions that a Project Management Office (PMO) can take on. A PMO typically provides some combination of administrative support, project management consulting and mentoring, developing and maintaining project management methodologies and standards, training, and experienced project manager staffing. The document advises deciding which roles the PMO will assume, acquiring the necessary skills, coordinating with other departments, and establishing standards and procedures for the PMO to follow.
Presentation about Training Need Analysis.pptx
The document discusses different types of training needs analysis, including organizational-based, job competency-based, and person competency-based analyses. It provides steps for each type of analysis, including identifying key success factors, competency requirements, and competency gaps for individual employees. An example is given of assessing a Training Manager's competencies against requirements for their position and identifying gaps that can be addressed through a training and development program.
LEADERSHIP MANAGEMENT DEVELOPMENT CURRICULUM
The document describes a leadership development curriculum with four phases. Phase 1 focuses on building trust and conflict resolution skills through virtual modules and coaching training. Phase 2 adds modules on collaboration and driving performance, along with social styles training. Phase 3 covers vision setting, performance management, and delegation. Phase 4 helps participants adapt to change and develop HR skills. Each phase expects participants to complete modules and apply skills before advancing, with outcomes validated by more senior leaders.
Icdp Final
The document outlines the process for career development planning (CDP) within an organization. It discusses the purpose of CDP, which is to create a development plan for employees to improve performance and prepare for future roles. The CDP process involves five phases: pre-meeting planning, an employee-supervisor meeting, selecting development activities, preparing the CDP form, and implementing and evaluating the plan. An example of a completed CDP form is also included to demonstrate how the process works.
Class xx performance appraisal
No, there is no such thing as a 720 degree feedback process. 360 degree feedback involves collecting feedback on a person's performance from their supervisor, peers, direct reports, and sometimes customers or others. This provides a 360 degree view of their performance from different perspectives. Adding another 360 would not make conceptual sense.
Manager's manual rpms
The document outlines the Results-based Performance Management System (RPMS) used by the Department of Education in the Philippines, including its four phases of performance planning, monitoring, review, and rewards. It describes the process for setting key result areas, objectives, and competencies during phase 1 and provides guidelines for managers on tracking performance and providing feedback and development during the subsequent phases. The overall goal of the RPMS is to align individual work with organizational strategic priorities and ensure employees are focused on achieving department goals.
T & D
This document discusses the importance and principles of training. It defines training and differentiates it from education and development. There is a nine step training process outlined that includes assessing needs, designing objectives and programs, implementing, and evaluating. Key aspects of training covered are the ASK concept of addressing attitudes, skills and knowledge, and the five principles of learning. The document provides examples and exercises to illustrate applying training concepts.
BUSM 4194 Leading for Change Semester 1, 2014 Assessme.docx
BUSM 4194 Leading for Change
Semester 1, 2014
Assessment Task 1: Leadership Development Report
Writing instructions and Marking Rubric
This assessment task is a REPORT.
The RMIT College of Business requires you to use a particular style of writing which involves both the way
the report is structured and the way that you acknowledge other people’s ideas used in your work.
The structuring of a report is very clearly described in the RMIT Study and Learning Centre Report Writing
Skills Online Tutorial available on the BUSM4194 course Blackboard site
Your first step in preparing for this assessment task should be to complete this tutorial.
Investing time before you start writing will result in a better report.
Your second step should be mastering the art of referencing. There are many styles of referencing in use in
different disciplines and geographical locations. You are required to use the RMIT Business Referencing
System. This is available to you via the Library website, in your course site on myRMIT and is uploaded to
the assessments folder in the BUSM 4194 course site. This is a 50 page document but reading it through will
be enormously helpful for you in this and future assessment tasks.
Make sure that you can clearly distinguish the difference between an essay (page 28 of the document) and
a report (page 36).
Remember: this current assessment task is a REPORT not an ESSAY.
The critical thinking element
We want you to be very comfortable with questioning everything you read and hear.
Anyone can remember facts and state other people’s views but a far more useful skill is to critically review
what you read and hear and decide for yourself how reliable, accurate, applicable, contemporary, objective
and fair it is.
In this report, your assessor will value the fact that you are able to see both benefits and deficiencies in a
particular theory. Make sure you look through the critical thinking exercises in the course site to get a clear
understanding of critical thinking!
How many references should I cite?
There is no right answer to this question because it all depends on what you write in your report. Some
statements you make in your report will certainly need a reference to support them.
So, to determine how many references you need to cite, first (as described in the report writing tutorial)
draw a mind map of ideas to go into your report and for each idea try to link it to a reference source.
BUSM 4194 Leading for Change task 1 Marking Rubric [sem 1 2014, Singapore]
How will the report be marked?
Your lecturers have already created a marking rubric that will be used to award you a mark out of 50 as the
report comprises 50 of the overall 100 marks available in this course.
The rubric is reproduced over the page and will be used as a way of providing feedback to you on how you
performed.
The most important thing about the rubric is that it DEFI ...
Systematic approach to training
The document discusses the Systematic Approach to Training (SAT) process and conducting a Training Needs Analysis (TNA). It can be summarized as follows:
1. SAT is a logical progression that involves identifying job tasks, implementing and evaluating training to meet organizational aims and job requirements.
2. Conducting a TNA is important to identify specific training needs by analyzing skills/knowledge required for jobs, assessing current competencies, and determining performance gaps.
3. The TNA process involves determining desired outcomes, linking them to employee behaviors, identifying trainable competencies, prioritizing needs, and planning training evaluation to ensure effectiveness.
Performance appraisal final copy
The document discusses performance management and performance appraisals. It covers various topics related to performance appraisals including definitions, objectives, processes, methods, common errors and ways to improve appraisal systems. Specifically, it discusses establishing standards and linking appraisals to business objectives, different appraisal methods like forced ranking and MBO, potential errors in appraisals and how to reduce errors through rater training and objective evaluation criteria.
Performance appraisal final copy
The document discusses performance management and performance appraisals. It covers various topics related to performance appraisals including definitions, objectives, processes, methods, common errors and ways to improve appraisal systems. Specifically, it discusses establishing standards and linking appraisals to business objectives. It also describes different appraisal methods like forced ranking, management by objectives and essay evaluations. Common errors like halo effects and ways to reduce errors through rater training are also outlined.
Performance appraisal final copy
The document discusses performance management and performance appraisals. It covers various topics related to performance appraisals including definitions, objectives, processes, methods, common errors and ways to improve appraisal systems. Specifically, it discusses establishing standards and linking appraisals to business objectives, different appraisal methods like forced ranking and MBO, potential errors in appraisals and reducing errors through rater training and objective data.
TM Manager Presentation_Rev02.pptxInternal corrosion prevention:Internal corr...
Skills Management Outline
The Challege Of Evaluation June 2009
The document discusses the challenges of evaluation in training and provides recommendations to improve it. Some of the key barriers to evaluation include it being seen as too difficult, time-consuming, or scary. However, improved evaluation is needed to demonstrate the value of training, optimize programs, and ensure continuous improvement. The document recommends that training professionals develop a better understanding of concepts like goals, measurement, and return on investment. Having a clear line of sight from training goals to organizational objectives can help effectively evaluate programs.
Training Needs Analysis, Skills Auditing & Evaluation
Training Needs Analysis, Skills Auditing and Training Evaluation/Return on Investment: Best Practice Principles and Process
ADDIE model in training - Manu Melwin Joy
The ADDIE model is a framework that lists generic processes that training developers use.
It represents a guideline for building effective training and performance support tools in five phases.
Table 5.1Figure 5.2Table 5.2.docx
Table 5.1
Figure 5.2
Table 5.2
Figure 5.3
Table 5.3
Figure 5.4
Table 5.4
Table 5.5
Table 5.6
Table 5.7
Table 5.8
Table 5.9
Table 5.10
Figure 5.5
Figure 5.6
Table 5.11
In Module 2, you provided your recommendations based on information from the needs analysis that Fred Knott, the training consultant, performed at BINZ, Inc. Now it is time to revisit those training issues as you begin to develop a training session for EITHER the sales OR customer service department.
Based on your recommendations for training from your last assignment, design a training plan for BINZ, Inc. Be sure to address overall training design as well as a preliminary lesson plan.
Do not focus on specific training activities for this project, but do address:
•Goals & learning objectives
•Target audience(s) and number of participants
•Length of training
•Prerequisites (including any materials to be distributed before training)
•Location and facility arrangements
The tables on pp. 207-209 may be a useful guideline for this project, though you do not have to follow this specific format. Expect to take approximately 2-3 pages (double-spaced, 12-point font) to complete this assignment. Your work will be graded on completeness, clarity, originality, interest, grammar, spelling, and punctuation (see the HRA340 Written Assignment Grading Rubric in Doc Sharing for more information).
Tables from pp. 207-209
TABLE 5.4: Design Document Template
Source: Based on G. Piskurich, Rapid Instructional Design (San Francisco: Pfeiffer, 2006).
The level of detail in the design document can vary. Scope of project includes the goals, outcomes, or achievement expectations for trainees; a description of the trainees; a description of how long it will take to develop the course and the checkpoints or tasks that need to be completed as the course is developed; and the length of the course. The length of a course is determined by considering trainees’ abilities and their availability for training, the resources needed for training, whether the course is part of a larger curriculum or is a stand-alone course, and the need to develop modules in order to provide an opportunity for trainees to practice concepts and skills to avoid being overwhelmed.
Delivery includes what the course will cover, how it will be delivered (e.g., face-to-face or online), an estimate of the training time, and the identification of any special conditions or issues that may affect the course (e.g., problems getting equipment for video role plays and providing feedback).
Objectives refer to the course or program objectives. Those are broader summary statements of the purpose of the program.
Resources refers to the materials—cases, DVDs, videos, models, process maps, podcasts, lesson plans, or guides for use by the facilitator or participants—that need to be purchased or developed for the course. Who is involved includes trainers, pro ...
Performance Management
The document discusses performance management processes including:
1) Setting objectives and defining responsibilities at the beginning of the cycle through performance planning.
2) Monitoring performance and providing ongoing feedback throughout the cycle.
3) Periodically reviewing performance and achievements to evaluate progress and make adjustments.
Training needs assessment
The document provides information about training needs assessment, including defining it as a process to identify gaps between current and desired performance. It discusses gathering data on employee and organizational knowledge, skills, and abilities. Methods of needs assessment mentioned include surveys, interviews, observations, and reviewing factors that indicate needs. The document also provides a sample training needs survey that collects information on training history, priorities, and self-ratings of competencies.
Performance Management and Development
Implementing and applying the 5-stage performance management cycle and the management of poor performance
Training effectiveness- clause 6.2
The document discusses training evaluation and effectiveness from an ISO-9000 perspective. It outlines Kirkpatrick's four-level model of training evaluation, including reaction, learning, behavior, and results. However, the model has limitations as levels three and four are rarely completed due to difficulties in measurement. The document also discusses defining training needs, designing training, providing training, and evaluating training outcomes as key steps in an effective training process.
Results based performance management system (rpms) for dep ed
The document provides an overview of the Results-based Performance Management System (RPMS) used by the Department of Education (DepEd) in the Philippines. The RPMS framework aligns employee efforts to achieve DepEd's strategic goals and vision. It is a 4-phase system that includes: 1) performance planning and commitment; 2) performance monitoring and coaching; 3) performance review and evaluation; and 4) performance rewarding and development planning. The RPMS focuses not just on results but how they are achieved through competencies. It provides a systematic approach for continuous work improvement and individual growth.
Cover LetterOne aspect of strategic planning is to develop a str.docx
Cover Letter
One aspect of strategic planning is to develop a strong team of people. Discovering and retaining top talent may lead a company to success. Your goal for this journal assignment is to showcase why you would make a good candidate for an organization. To stand out from other candidates, you will want to write a cover letter for each position in which you apply. Cover letters allow you an opportunity to highlight your skills and competencies for potential employers.
For this assignment, you will develop a cover letter, reflect on your most relevant skills, and assess what action steps you can take to make your cover letter stronger.
To write an impactful cover letter, you should answer the following questions before you begin composing it. Starting with these questions will help provide a clear and concise message for the person reading your cover letter.
Why are you interested in the position? Consider what makes the position, organization, or company interesting to you.
What three skills or competencies do you possess that match the skills the employer is seeking in a candidate?
You can find these skills by viewing the job description. These specific skills are the reason every cover letter should be unique for each job you apply for.
Begin by reviewing the following Forbes’ articles:
Forget Cover Letters – Write A Pain Letter, Instead! (Links to an external site.)
Stop! Don’t Send That Cover Letter (Links to an external site.)
Tips For The Perfect Resume And Cover Letter (Links to an external site.)
Once you have reviewed the articles, identify a position of interest as a potential job opportunity. You may use any job search website. Two popular employment websites are
Indeed (Links to an external site.)
and CareerBuilder. After you identify a position of interest, use the job description to identify three skills or qualifications that match your background. Next, develop a cover letter by creating a three- to four-sentence paragraph highlighting your matching skills.
Carefully review the
Grading Rubric (Links to an external site.)
for the criteria that will be used to evaluate your assignment.
Required Resources
Text
Abraham, S. (2012).
S
trategic management for organizations
. Retrieved from https://content.ashford.edu/
Chapter 1: Strategic Management
Chapter 2: Leadership, Governance, Values, and Culture
Chapter 3: Strategic Thinking
Articles
Collamer, N. (2014, February 4).
The perfect elevator pitch to land a job (Links to an external site.)
.
Forbes
. Retrieved from http://www.forbes.com/sites/nextavenue/2013/02/04/the-perfect-elevator-pitch-to-land-a-job/
This article provides information about how a 30 second summary about being the perfect candidate can help during a job interview and will assist you in your Elevator Speech discussion forum this week.
Accessibility Statement does not exist.
Privacy Policy (Links to an external site.)
Ryan, L. (2014, October 12).
Forget cov.
Cover Letter, Resume, and Portfolio Toussaint Casimir.docx
Cover Letter, Resume, and Portfolio
Toussaint Casimir
Walden University
NURS 6660 PMH Nurse Practitioner Role I: Child and Adolescent
February 3, 2019
Personal Philosophy Statement
Patient care is complex system that is delivered by a multidisciplinary team. Its success requires perfect harmony between the all the involving members. It is vital that the care we deliver as healthcare professional is patient – centered. Therefore, it is important to know the population that we are serving, its needs and its cultural background. In the United States more than any other country, healthcare providers should develop their cultural awareness and competence.
The stigma around the mental illness and the quality of treatment that mentally ill individuals receive have inspired me to become a psychiatric mental health nurse practitioner (PMHNP). I have felt the necessity to stand up and do what is right as my contribution to fix this urgent issue. In our society, physical or medical diseases provoke empathy, but we demonstrate disdain for people impacted by mental conditions. Like we always say, “See it and fix it”. So, passivity is as wrong as the wrong doing.
As a psychiatric mental health nurse practitioner, I will have the opportunity to care for a multicultural population with different conceptions or point of view about mental health. It is my role and responsibility to understand the cultural differences and provide support to those in need. I have learned that in the healthcare system, we should not be judgmental. My personal philosophy is to treat each and every patient as I would like to be treated. It is a moral obligation to use my knowledge to serve and educate individuals in my community. As a healthcare professional, I believe that I have the capability to change to way mentally ill individuals are viewed and treated. Through my philosophy, I will be able to advocate for holistic and empathic care for individuals with mental health conditions.
Self – Assessment
I have decided to transition from registered nurse (RN) to psychiatric mental health nurse practitioner (PMHNP) to better serve my community. So, I have always said and believe that the more someone has the he/she can give. When I decided to go back to school to pursue my goal, I said to myself “I have to choose one of the best schools”. Finally, I have chosen Walden University that I believe meet my expectations. For my Practicum, I have chosen the Compass Health System which has been established in the South Florida since 1990, and it is well respected in the community. They offer their services through their offices and most of the hospital with mental health crisis. They are one the major teaching facilities in mental health in the South Florida.
I have selected preceptors who have been working with Compass Health System for several years. So, they acquired a very solid experience in the field. I have taken great advantage of their experience to strengthen my assessment s.
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BUSM 4194 Leading for Change
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Table 5.1Figure 5.2Table 5.2.docx
Table 5.1
Figure 5.2
Table 5.2
Figure 5.3
Table 5.3
Figure 5.4
Table 5.4
Table 5.5
Table 5.6
Table 5.7
Table 5.8
Table 5.9
Table 5.10
Figure 5.5
Figure 5.6
Table 5.11
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This article provides information about how a 30 second summary about being the perfect candidate can help during a job interview and will assist you in your Elevator Speech discussion forum this week.
Accessibility Statement does not exist.
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SENIOR DIRECTOR Don Fowley
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This book was set in 10/12 Times Roman by SPi Global and printed and bound by Courier Kendallville.
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Founded in 1807, John Wiley & Sons, Inc. has been a valued source of knowledge and understanding for more than 200 years, helping people
around the world meet their needs and fulfill their aspirations. Our company is built on a foundation of principles that include responsibility to
the communities we serve and where we live and work. In 2008, we launched a Corporate Citizenship Initiative, a global effort to address the
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At least one scholarly source should be used in the initial discussion thread.
.
Course Themes Guide The English 112 course will focus o.docx
Course Themes Guide
The English 112 course will focus on a central theme that runs throughout the course. Students
will choose a theme, and then use this theme when completing assignments under modules 2-4.
Course Themes:
o Addiction
o Aging, death, and dying
o Body image/eating disorders
o Coming of Age
o Heterosexual gender roles: equality and civil rights
o Lesbian, gay, bisexual, and transgender roles: equality and civil rights
o Mental illness: schizophrenia, OCD, bipolar disorder
o Physical disability, impairment, and disfigurement
o Psychosis and violence
o War and Post Traumatic Stress Disorder (PTSD)
Module Two: Course Theme Literary Analysis
In Module Two, students will work on a literary analysis. To complete the analysis, course theme
will have to be paired with a fictional work (such as a fictional short story, poem, play, or film).
Below are some suggested fictional works listed under their corresponding course themes.
Author names are provided parenthetically. Most of the suggested stories/poems/plays can be
found through a quick web search. If a story is unavailable, inform the instructor so he or she
may assist you.
Addiction:
“Babylon Revisited” (F. Scott Fitzgerald)
“Sonny’s Blues” (James Baldwin)
Aging, death, and dying
“Thanatopsis” (William Cullen Bryant)
“Midterm Break” (Seamus Heaney);
“Death Be Not Proud” (John Donne)
Time Flies (David Ives)
Body image/eating disorders
“Barbie Doll” (Marge Piercy)
Wasted (Marya Hornbacher)
Coming of Age
“A&P” (John Updike)
“How Far She Went” (Mary Hood)
“Where Are You Going, Where Have You Been?” (Joyce Carol Oates)
Heterosexual gender roles: equality and civil rights
“A Work of Artifice” (Marge Piercy)
“The Curse” (Andre Dubus)
“Yellow Wallpaper” (Charlotte Perkins Gilman)
Trifles (Susan Glaspell)
Lesbian, gay, bisexual, and transgender roles: equality and civil rights
“Life After High School” (Joyce Carol Oates)
“Paul’s Case” (Willa Cather)
A Streetcar Named Desire (Tennessee Williams)
Mental illness: schizophrenia, OCD, bipolar disorder
“A Rose for Emily” (William Faulkner)
“The Tale-Tell Heart” (Edgar Allan Poe)
“Bartleby” (Herman Melville)
Physical disability, impairment, and disfigurement
“Everyday Use” (Alice Walker)
“Good Country People” (Flannery O’Connor)
“The Birthmark” (Nathaniel Hawthorne)
Psychosis and violence
“A Good Man Is Hard to Find” (Flannery O’Connor)
“The Curse” (Andre Dubus)
“The Cask of Amontillado” (Edgar Allan Poe)
“Hunters in the Snow” (Tobias Wolff)
War and Post Traumatic Stress Disorder (PTSD)
The Red Badge of Courage (Stephen Crane)
“Soldiers Home” (Ernest Hemingway)
“The Things They Carried” (Tim O’Brien)
“The Thing in the Forest” (A.S. Byatt)
Modules Three and Four: Course Theme Research
In Modules Three and Four, you will research your course themes in the social and natural
sciences. Keywords will.
Course SyllabusPrerequisitesThere are no prerequisites for PHI20.docx
Course Syllabus
Prerequisites
There are no prerequisites for PHI208.
Course Description
This course explores key philosophical concepts from an ethical perspective. Students will analyze selected assertions of knowledge and the methods of reasoning humans use to justify these claims. Through research into theories of science and religion, as well as the theoretical and empirical challenges these institutions of thought face, students will also investigate how the mind constructs and understands reality. This will provide a foundation for an exploration into questions of morality, in which students will look at traditional and contemporary ethical theories, and apply these theories to contemporary moral issues.
Course Design
In this course, students will be introduced to various ethical theories and practical ethical issues. 1) Students will examine and engage dominant theories of ethics, as well as relativism, and how the relativist position argues against universal ethical principles. Students will utilize what they learn about those ethical theories to examine a contemporary ethical issue and reflect on their own ideas about relativism. 2) Students will examine consequentialist ethical theory and responses to the consequentialist position. 3) Students will examine deontological ethical theory. 4) Students will examine virtue ethics. 5) Students will examine feminist ethics and how feminist ethics relate and attempt to break free from the previous ethical positions. While students are learning about the various ethical theories they will also examine articles that utilize the theories to make arguments in relation to contemporary moral problems. Students will ultimately be asked to choose a contemporary moral problem and apply the ethical theories to the moral problem, while also explaining which theory they find to provide the strongest position.
Course Learning Outcomes
Upon successful completion of this course, students will be able to:
Define the nature and scope of morality and ethics.
Differentiate among traditional ethical theories.
Interpret philosophical thought through critical thinking.
Apply the concepts of ethical and moral reasoning to contemporary issues.
Determine one’s own ethical perspectives through personal reflection.
Course Map
The course map illustrates the careful design of the course through which each learning objective is supported by one or more specific learning activities in order to create integrity and pedagogical depth in the learning experience.
LEARNING OUTCOME
WEEK
ASSIGNMENT
Define the nature and scope of morality and ethics.
1
1
1
2
2
3
4
4
5
5
Week One Discussion
Week One Readings Quiz
Week One Media Quiz
Week Two Readings Quiz
Week Two Media Quiz
Week Three Readings Quiz
Week Four Readings Quiz
Week Four Media Quiz
Week Five Readings Quiz
Final Exam
Differentiate among traditional ethical theories.
1
2
2
3
3
4
4
5
5
5
5
Week One Readings Quiz
Week Two Readings Quiz
Week Two Media Quiz
Week Three .
COURSE SYLLABUSData Analysis and Reporting Spring 2019.docx
COURSE SYLLABUS
Data Analysis and Reporting
Spring 2019
I. Class
· Course Description: Students will gain practical experience in using advanceddatabase techniques and data visualization, data warehousing, reporting and other Business Intelligence (BI) tools. Contemporary BI tools and technologies will be used to create intelligent solutions to realistic problems.
· Course Objectives:
1. Effectively understand the evolution of business analytics needs and to develop an appreciation for issues in managing data/information/knowledge.
2. Apply in advanced database techniques in designing and executing complex queries in enterprise level database management information systems (Oracle,
SQL server, DB2 …).
3. Understand data warehousing administration and security issues.
4. Apply data extraction, transformation, and load (ETL) processes.
5. Administer and build reports
BI. Required Course Materials
· Free eBooks and other software resources will be posted on Blackboard.
· We use the Microsoft SQL Server 2017 in this class through a virtual machine that you can access from home or from campus.
· The on-campus computer lab in the business building located off the Atrium is available for student use and has the necessary computers and software. Computer lab hours can be found at: http://ualr.edu/cob/student-services/advising/advising-faq/
· Some of the assignments will require Microsoft Office software (e.g., MS Word, Excel, etc.). One way to get access to the MS Office software is get a free subscription to MS Office 365 ProPlus. Get the MS Office software here for free..
2
IV.
Course Grading
Course grading will be the combination of exams, term project, assignments, and quizzes. Grades are based on: A: 90~ 100%, B: 80~ 89%, C: 70~ 79%, D: 60~ 69%, F: 59 as described below. Graduate students will be evaluated using the same criteria as the undergraduate students. However, they will have to submit an additional assignments and/or extra project.
Grade Element
%
A.
Participation
10%
B.
Reading Quizzes
20%
C.
Assignments
30%
D.
Assignment Quizzes
10%
E.
Exams (three)
30%
Total
100%
A. Participation
You will be responsible for various in-class activities that will allow you to exercise your skills and knowledge, stimulate your critical thinking, and perform your assignments. You are expected to attend all the sessions, come to the class before it starts, stay in class for lectures and assignments, and participate with all class activities. Failure in any of these four areas will impact your participation grade.
Class attendance, measured as a percentage of classes attended where role is called, sets the baseline for the participation grade (e.g., 80% means you attended 8 out of 10 classes and did not leave those classes early). Additional points may be removed for non-participation in classroom activities or discussions.
· Class attendances will be verified at the beginning of each class. Students will be count.
COURSE SYLLABUS ADDENDUM INTEGRATED CASE ANALYSIS CRITERIA.docx
COURSE SYLLABUS ADDENDUM
INTEGRATED CASE ANALYSIS CRITERIA
Management 350: Administrative Communications
Instructor: Anna Phillips
An individual integrative case analysis, which applies pertinent course concepts and theories to illustrate actual organizational issues, will be due on date of presentation.
One (1) page, typed, double-spaced DRAFT of Integrative Case Analysis
Identify the organization (manufacturing, service, government, import/export, etc)
Identify human relations theory, communication issues, intercultural relationships, and ethics as they relate to your organization.
Explain your role in the organization, if any.
The research report will determine 40 points towards the final grade for the course.
The written integrative case analysis should be:
typed, double-spaced, a minimum of ten (10) pages and a maximum of fifteen (15) pages.
use MLA format.
Do Not use Wikipedia as a resource.
Presentation paper will be accompanied by a 10- minute oral presentation on a business topic to be agreed upon with instructor.
1 page, typed, double-spaced DRAFT of Integrative Case Analysis (see schedule)
Remember to use the RULE of 3. Three (3) theories or concepts and three (3) examples of each theory or concept in the analysis of the case. Clearly you cannot address all of the theories or concepts identified in the text – suggest selecting 3 theories or concepts which relate to your case and then provide 3 examples of how the theory or concept applies to the case
Individual 10 minute oral PowerPoint presentation.
Written and oral report will determine 40% of a student’s final grade for the course. (see individual presentation rating sheet)
Overview of paper
Cover Page
Table of Contents
EXECUTIVE SUMMARY
Introduction
Human Relations Theory
Communication issues
Intercultural
Ethics
Conclusion
Works Cited
Written Analysis will include all of the information on the Rating sheet. The structure of the written assignment is as follows:
Cover Page … with the name of your topic, a list of the students presenting the topic, the date and the course name
The Table of Contents which is a listing of the topics the written paper will cover
The Executive Summary outlines the observations of the organization. The Executive Summary is the first section of the paper however it is the last section to be written.
The reason for writing this section last is that you need to have written the entire document so that you are able to identify the key ideas the reader expects in the paper.
REMEMBER the Executive Summary is for the EXECUTIVE. This means it needs to attract the Executive to either read the rest of the document or, more likely, refer the document to the appropriate staff person to read e.g. marketing, production, legal, etc.
This section can be as long as 1 pages and is clearly longer than a paragraph.
The Body of the written analysis will feature those theories or concepts attached to the case (see the.
Course SuccessHabits Matter1. Professors are influenced by you.docx
Course Success
Habits Matter
1. Professors are influenced by your behaviors (texting, excessively late/absent, etc.) which could impact your grade.
2. Do your best with every assignment by asking questions and making corrections because details matter!
3. Do work early, procrastination will usually result in poor work quality or failure to submit assignments.
4. Participation helps collective classroom learning and increases the chance of receiving a favorable letter of recommendations.
Communicating Via Email
1. Start off by indicating your course name/section, day and time.
2. Subject: Intro. Criminal Justice 111-02 (Tues. 6pm.) Class Absence
3. Always type in your “main reason” for the email.
4. It should be an “attention getter” such as a newspaper heading.
5. Proof read your e-mail! Download and use Ginger application on phone
6. Always end email with your full name and student ID #
Writing Format
1. Use Times New Roman 12 point Font.
2. Keep margins at 1 inch
3. Click “No Spacing” at the top of your Microsoft Word document
4. “Single space” discussion boards and “double space” reports, midterm and final papers.
5. Subtitles should be bold and flush left/upper and lower case(center for research papers and don’t bold).
6. Indent (TAB .5) at the beginning of every paragraph.
7. Write short, clear and concise sentences (Do not type I think, I belive, I feel, etc. just state your point).
8. A paragraph is a minimum of 5 sentences. You must have additional paragraphs for sections having more than 12 sentences.
Subtitles
Use subtitles in every essay! This ensures that both you and the reader will remain focused on the topic in each section (see your college textbook). When a professor is reading an average of one hundred papers, one right after another, it can become confusing attempting to figure out what your specific paper is about.
Your subtitles should be like newspaper headings, short and grabs the readers attention. You should consider using subtitles for sections having more thanfour paragraphs. The ‘References’ subtitle (which is always last) should be centered. Look at the effectiveness of subtitles from Dr. King’s Autobiography.
Early Years
Born as Michael King Jr. on January 15, 1929, Martin Luther King Jr. was the middle child of Michael King Sr. and Alberta Williams King. The King and Williams families were rooted in rural Georgia. Martin Jr.'s grandfather, A.D. Williams, was a rural minister for years and then moved to Atlanta in 1893. He took over the small, struggling Ebenezer Baptist church with around 13 members and made it into a forceful congregation. He married Jennie Celeste Parks and they had one child that survived, Alberta. Michael King Sr. came from a sharecropper family in a poor farming community. He married Alberta in 1926 after an eight-year courtship. The newlyweds moved to A.D. Williams home in Atlanta.
Michael King Sr. stepped in as pastor of Ebenezer Baptist Church upon the death of h.
Course ScenarioYou have been hired as the Human Resources Di.docx
Course Scenario
You have been hired as the Human Resources Director for a global organization that is headquartered in the United States. Your job is to evaluate and make recommendations in the area of diversity for your company. Each section will contain specific areas within diversity for you to focus on. You will be tasked with choosing from one of the diversity areas that are provided to you. Be sure to conduct research using the university library and other relevant sources.
Diversity Areas
(Select one, and continue to use for all modules)
· Race
· Gender
· Sexual orientation
· Religion
· Ethnicity
Instructions
In your first days of your new role, you have noticed a lack of diversity initiatives. Your CEO has come to you and asked for a brief executive summary outlining the importance of your selected diversity group in the workplace.
For your report you have been asked to reflect and address the following sets of questions:
· Introduce the diversity area you have selected through an executive summary.
· What are two benefits of having your selected diversity group represented in the workplace?
· How does the diversity group contribute to a collaborative and innovative environment?
· Conclude your report; why it is important to address this diverse group in the workplace?
1-2 Pages
.
Course ScenarioPresently, your multinational organization us.docx
Course Scenario
Presently, your multinational organization uses steel at locations across the U.S. and globally with operations in Mexico, Russia, India, and China. Your boss is tasked with developing a global Request for Proposal (RFP) for gathering and comparing steel suppliers. In preparation for the RFP, he
has tasked you with building an internal data collection tool to identify key questions to include within the RFP
. The purpose of your survey is to identify all key information that is needed for the RFP, and the data collection tool will be sent to managers across the U.S. and globe. The data collection tool is a survey administered through email. Furthermore, the tool must contain a maximum of 10 questions and include the following:
Cost
Volume
Locations
Safety
You will also need to create templates supporting the project plan, including an action list, meeting minutes, and a risk management tool with strong supporting evidence. The time allotment from start to finish for this project by your boss is three months.
.
COURSE RTM 300 (Recreation and Community Development (V. Ward)).docx
COURSE: RTM 300 (Recreation and Community Development (V. Ward))
Paper Content Checklist
This is provided to assist you with your paper organization, thought process and making connections of material you find. For example, after collecting all of your social media entries into the chart provided below, you could also make your own summary chart sorted by the type of media and the key findings from each that could be incorporated into the paper itself.
Type of Evidence Informing and Supporting Your Paper
Key Concepts or Ideas from Evidence/ Source
Programs and
Solution
s for Tourism, Parks, Hospitality, Recreation and Entertainment Industry Professionals
Citation in APA Format
Peer-reviewed, Published Journal Articles
Proposal for building housing for homeless individuals in Chatsworth. The idea is to bring dozens of units of homeless housing to Chatsworth. The Homelessness and Poverty Committee passed its concept.
The programs proposed is building units of houses to reduce the homelessness. The building will create a new image in the region, thus attract development of recreational facilities such as swimming pool and slides for kids. Other facilities such as entertainment and hospitality will develop
Reyes, E. A. (2019). Hotly contested plan for homeless housing in Valley district moves forward. Los Angeles Times, Retrieved from https://www.latimes.com/california/story/2019-09-18/homeless-housing-vote-chatsworth
Community-focused publications by professional organizations or non-profits, NGOs
It ensures optimal services for children and families by providing the required tools and information to program evaluations and strategic planning.
The Research Department offers a professional community assessment for any project. It focuses on solutions to the wellbeing of child care to diminish homelessness. Improve the SMEs and hospitality industries.
Ccrclacl. (n.d.). Child Care Resource Center. Retrieved from https://www.ccrcca.org/resources/research-evaluation
Media: Television broadcasts, public television specials, radio, social media tracking of the topic (homelessness), e.g., KABC Facebook site on Homelessness and blog posts
Approval of HHH Funding to build houses in Chatsworth. It defines ideas that were met by the Homelessness Committee to approve the building of proposed Topanga Apartments development
The approval of the project will see Chatsworth develop into a business area. This new attraction will push solution for tourism Parks and hospitality industries. They will be prepared to meet the basic entertainments and recreations needs of the residents.
Linton, J., & Newton, D. (2019, September 19). Committee Narrowly Approves HHH Funding for Chatsworth Housing, Over Opposition From Councilmember Lee. Retrieved from https://la.streetsblog.org/2019/09/19/committee-narrowly-approves-hhh-funding-for-chatsworth-housing-over-opposition-from-councilmember-lee/
REMEMBER: Cite the source (including web addresses) of any tables or .
Course Retail ManagementPart1DraftPart2Fin.docx
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