...HR Analytics and Evidence-Based HR 10 The HRM Profession: Positions, Education, and Competencies 11 Competitive Challenges Influencing Human Resource Management 14 Key Terms 61 Discussion Questions 61 Self-Assessment Exercise 62 Exercising Strategy 62 Managing People Skill Shortages Make It Difficult to Fill Positions and Customer Orders 63 Twitter Focus 64 Notes 64 Parti The Human Resource Environment 69 2 Strategic Human Resource Management 70 The Sustainability Challenge 14 Enter the World of Business: HP's New Strategy 71 Evidence-Based HR 24 Introduction 72 Competing through Sustainability Volunteerism and Going Green Are Reaping Dividends for Employees, Communities, and the Environment 30 What Is a Business Model? 72 GM's Attempt to Survive 73 What Is Strategic Management? 74 Components of the Strategic Management Process 75 Linkage between HRM and the Strategic Management Process 75 The Global Challenge 44 Competing through Globalization Apple Polishes Its Image through Auditing Overseas Suppliers 47 The Technology Challenge 48 Competing through Technology Connectiveness Enhances HR Practices 51 Meeting Competitive Challenges through HRM Practices 56 Organization of This Book 59 A Look Back 60 Summary 60...
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...What makes an effective Executive/leader? An effective executive is the one who diligently work towards identifying the best way forward for his/her organization, takes responsible decisions and actions to implement them and motivate his/her employees and co-workers to achieve higher standards of productivity and excellence. There are few important traits that an effective leader need to possess, i.e. a clear vision about goals and objectives, a thorough understanding of his/her team’s needs and abilities, self-assessment ability and decisiveness. One of the most important aspects of being an effective executive or leader is the ability to communicate. On one hand, leader should be able to perceive the problems and requirements of people he leads. On the other hand, he should share his vision and plans with the team to keep everyone informed and motivated. In large organizations, it becomes very important and rather difficult to keep all employees aligned with the overall organizational goals and values. The leader needs to ensure that the information system in the organization is efficient and thus, each individual is aware of organizational objectives and policies. An executive/leader should be open to new experiences, new opportunities, new ideas and feedback on his decisions and actions. Firstly, it improves decision-making ability in a dynamic external environment where organization needs to adapt to changing consumer demand and competition. Secondly, this creates a...
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...School of Psychology Module Title: Career Interventions: Beyond the One to One 1. Aims of Career Interventions: Beyond the One to One This module will enable you to: 1. To enable students to develop a level of competence in workshop facilitation necessary for professional practice and a critical understanding of relevant theoretical approaches. 2. To understand how to plan for and design a career learning programme within an educational institution , training or guidance organisation and evaluate good practice 3. To enable students to develop an awareness of the online tools available to use within career coaching practice, how to critically evaluate their effectiveness and an understanding of the learning theories as applied to online interventions 2. TEACHING/ LEARNING EXPERIENCES To enable the achievement of learning outcomes we offer the following: * Teaching sessions/ seminars * On-line learning through Moodle * Undertaking independent study and group work * Practice days with a range of clients Main Topics of Study 1 Delivery of group work in the guidance context, including competing theoretical approaches and skills and methods required for competent workshop facilitation in career coaching 2 Group theories including group dynamics, peer to peer coaching and learning and teaching theories 3 Career Learning Theory & frameworks and their relevance to development of learning programmes...
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...Operational Details ❑ The case for the next session will be announced either in class, or by notice on mosaic. If however, no announcement is made by Saturday, students should contact Ms.Prajakta Pradhan. ❑ Typically a case study session would consist of a presentation followed by question & answer for each group. ❑ The faculty will call on any one student to make the presentation (including those students who have made presentations in previous sessions). ❑ A panel of two or three members, selected by the faculty, will represent the group for the Q& A session. Evaluation ❑ There will be no examinations for Cases in Basic Marketing. Assessment will be made on the basis of weekly presentations. ❑ Attendance is compulsory for all sessions. Absentees will lose the marks for the session. Groups will be evaluated on the basis of: ( Executive Summary ( Presentation ( Q&A session ❑ Each case will carry 10 marks. The following scheme of marking will generally be followed: Poor 4 & below Below Average 5 Average 6 Good 7 Excellent 8 & above ❑ Individuals will be evaluated on the basis of: ( Class Participation – Quantity as well as...
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...PREPARATION 8 PROPOSAL SUBMISSION 8 DETAILED RESPONSE REQUIREMENTS 10 EXECUTIVE SUMMARY 10 SCOPE, APPROACH, AND METHODOLOGY 10 DELIVERABLES 11 PROJECT MANAGEMENT APPROACH 11 DETAILED AND ITEMIZED PRICING 11 APPENDIX: REFERENCES 11 APPENDIX: PROJECT TEAM STAFFING AND BIOGRAPHIES 11 APPENDIX: COMPANY OVERVIEW 12 EVALUATION FACTORS FOR AWARD 13 CRITERIA 13 SCOPE OF WORK 14 REQUIREMENTS 14 DELIVERABLES 14 USING THIS TEMPLATE Savid Technologies has developed this Request For Proposal (“RFP”) template to help organizations identify and select a quality security vendor to perform professional services work. This template is absed off templates provided by Foundstone, Verisign, and other security institutions including countless RFP responses Savid has provided. It also lists questions organizations should consider asking potential vendors to ensure that a thorough and comprehensive approach to the project will be taken. This template should apply for a variety of information security projects including: External Network Vulnerability Assessment and Penetration Testing Internal Network Vulnerability Assessment and Penetration Testing Web Application Penetration Testing Dial-In / RAS Security Testing DMZ or Network Architecture Designs / Reviews Wireless Network Assessment and Penetration Testing Virtual Infrastructure Security Assessment Server Configuration Reviews Firewall and Router Configuration Reviews VPN...
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...Name: Muhammad Taha Ahmed There are FOUR parts to the Self-Assessment. Part 1: Reflect on your results from the self-assessment exercises you’ve done from the textbook, as well as others you might have done in the past, and complete the table below. Review current or past jobs to identify your transferable skills. Develop an inventory of your most marketable career-related skills (minimum 15), instances where you have demonstrated these skills (minimum three), and the core values you want your work to reflect (minimum five). Take into consideration the traits employers are seeking, including technical and transferable skills and general abilities. (30 POINTS) SELF-ASSESSMENT EXERCISES & MY RESULTS | I completed the following assessments/inventories as part of my self-assessment activities: 1. Marketing Readiness Quiz 2. Self-Awareness Checklist 3. Ability Assessment 4. Transferable Skills Checklist 5. Work Environment and Life Preferences 6. Self-Assessment Summary Sheet | My most marketable career-related skills are . . . (minimum 15) (Remember to include technical and transferable skills on this list!) 1. Organization and planning 2. Orderliness 3. Handling details 4. Making decisions 5. Arrange functions 6. Assemble products/build 7. Audit records 8. Budget, money 9. Buy products/services 10. Calculate/manipulate numbers 11. Supervisory 12. Teaching 13. Coaching 14. Counseling 15. Check for accuracy | ...
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...Interpersonal and transferable skills Chapter 04 Focus on Learning in a professional context Table of contents Executive summary 01 Table of contents 02 Chapter 01 03-09 1.1 Introduction on Personal and Professional Development 1.2 Self Assessment 1.3 Personal SWOT Analysis 1.4 Skill Audit 1.5 Personal Development Plan 1.6 Curriculum vitae Chapter 02 10 2.1 Evaluation on Personal Development Plan Chapter 03 11-13 3.1 Interpersonal and transferable skills 3.2 Time Management 3.3 Problem solving 3.4 Communication Chapter 04 14 4.1 Learning Bibliography 15 Chapter 01 1.1 Introduction on Personal and Professional Development Understanding skills, attitudes and knowledge is helpful to develop personal and professional career. According to the Guskey and Huberman (1995)Professional development is those processes and activities designed to enhance the professional knowledge, skills and attitudes of individuals in a working environment so that they might, in turn enhance the performance of the overall organization. This is an ongoing, systematic and intentional process. Knowledge, skills and attitudes enhancement will create confidence about themselves towards work on their future plan. And also it creates a better quality of our life physically, mentally and spiritually. 1.2 Self Assessment According to the Hillman (1994) Self assessment is the process of evaluating person against a model for continuous improvement, in order to highlight what...
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...1 of 16 Gain insight into your leadership skills. Learn what areas you can improve to become a more effective transformational leader. Increase your impact with self, others, teams, and organizations. Name of Participant: Sample Tester Date of Assessment: 2011-09-30 by Terry D. Anderson, Ph.D., with Ken Keis, M.B.A. Published by Consulting Resource Group Canada: PO Box 418 Main, Abbotsford, BC V2T 6Z7 * USA: PO Box 8000 PMB 386, Sumas WA, 98295-8000 Website: www.crgleader.com © 1990-2011, CRG Consulting Resource Group International, Inc. All rights reserved. This material is protected by law and may not be reproduced in any form. Printed from http://www.crgleader.com 2 of 16 Online Leadership Skills Inventory - Self (LSI-S) © 1990-2011 Consulting Resource Group Professional Development and Planning Section Why Become a Transforming Leader? Skilled Leaders are critical to the success level of any venture, both profit and non-profit. This was validated in the research Jim Collins and his team conducted for his book, Good to Great. They confirmed that the most successful organizations had skilled Transforming Leaders at the helm. (Jim Collins called them Level 5 Leaders.) Our research, however, has shown that fewer than 1 in 10 professionals (as observed in video-taped assessment sessions) have competency in the whole range of skills to Level 4 competency (scores of 7 to 8). And even fewer individuals have the abilities—Level 5 competency, scores of 9...
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...Internal Control - Integrated Framework Executive Summary Senior executives have long sought ways to better control the enterprises they run. Internal controls are put in place to keep the company on course toward profitability goals and achievement of its mission, and to minimize surprises along the way. They enable management to deal with rapidly changing economic and competitive environments, shifting customer demands and priorities, and restructuring for future growth. Internal controls promote efficiency, reduce risk of asset loss, and help ensure the reliability of financial statements and compliance with laws and regulations. Because internal control serves many important purposes, there are increasing calls for better internal control systems and report cards on them. Internal control is looked upon more and more as a solution to a variety of potential problems. Internal Control Internal control means different things to different people. This causes confusion among businesspeople, legislators, regulators and others. Resulting miscommunication and different expectations cause problems within an enterprise. Problems are compounded when the term, if not clearly defined, is written into law, regulation or rule. This report deals with the needs and expectations of management and others. It defines and describes internal control to: 1. Establish a common definition serving the needs of different parties. 2. Provide a standard against which business and other entities--large...
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...Considerations 8 Labor Market 9 Society 9 Unions 10 Shareholders 10 Competition 10 Customers 10 Technology 10 Economy 11 Unanticipated Events 11 How Human Resource Management Is Practiced in the Real World 11 HR's Changing Strategic Role: Who Performs the Human Resource Management Tasks? 11 Human Resource Manager 12 HR Outsourcing 12 HR Shared Service Centers 13 Professional Employer Organizations (Employee Leasing) 13 Line Managers 14 HR as a Strategic Partner 14 A Strategic HR Example 16 A Strategic HR Audit 16 Human Capital Metrics 17 Human Resource Designations 18 Evolution of Human Resource Management: Moving into Strategic HR 18 Evolving HR Organizations 19 Scope of This Book 20 • A Global Perspective: Cultural Differences in Global HR 22 SUMMARY 23 KEY TERMS 24 QUESTIONS FOR REVIEW 24 HRM INCIDENT 1: HR AFTER A DISASTER 24 HRM INCIDENT 2: DOWNSIZING 25 NOTES 25 PART TWO: ETHICAL, SOCIAL, AND LEGAL CONSIDERATIONS 28 Business Ethics and Corporate Social Responsibility 29...
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...Semester LECTURER SETTING ASSESSMENT: - Rajendra Kumar & Tatiana Pavlovsky DATE ASSESSMENT SET AND LOADED ON TO STUDENT PORTAL:- 10/2011 DATE ASSESSMENT TO BE COMPLETED AND SUBMITTTED:- Individual presentation on & Course work submission on20th of December ---------------------------------------------------------------------------------------------------------------- Assessment Type: [E.G. Examination: Assignment: Presentation: Integrative Case Study: Business Development Proposal: Dissertation] “Individual Presentation (20%) and Individual Coursework (80%) ----------------------------------------------------------------------------------------------------------------------- Indicative Assessment Requirements for the Module;- Individual Presentation and supporting documentation ( Students are expected to do individual presentation ( five power point slides) and submit a new business proposal -- Maximum Word Limit and Assessment weighting for each aspect within the assessment: Individual presentation: maximum 5 Power Point Slides (deemed to be equivalent to 1000 words); Assessment Weighting 20%. Individual assessment contribution (an individual set of supporting documentation from each student equivalent to 6000 words absolute maximum); Assessment Weighting 80% ----------------------------------------------------------------------------------------------------------------------- Description of Assessment Requirements 1 Individual...
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...| Bachelor of Business (Incorporating Graduate Diploma in Business & Graduate Certificate in Business)Strategic Management467943Semester One 2013 | TABLE OF CONTENTS Item | Description | Page | 1 | Welcome to Paper Overview Paper Level & PointsHours TaughtDelivery ModeIndependent Study | 3 | 2 | Teaching Team & Contact Details | 3 | 3 | Paper Information 3.1 Pre-requisite Requirements 3.2 Paper Aim3.3 Learning Outcomes 3.4 Content | 34 | 4 | AUTonline Programme Organisation | 4 | 5 | TextsRequired TextsRecommended Texts | 4 | 6 | Weekly Programme | 4 | 7 | Assessment InformationBusiness Assessment & Study HandbookExtensions and other Special Consideration Applications (SCAs) Assessment StructureExam Timetable Location Pass RequirementsAssessment DetailsPeer Assessment FormMarking guides | 55556777-111213-15 | 1 Welcome to Strategic Management of the Bachelor of Business, Graduate Diploma in Business, Graduate Certificate in Business and BBus Conjoint Programmes. You are expected to read the contents of this study guide, also available on AUTonline under “All My Courses”. This paper runs for 14 weeks (12 in class and 2 reading/exam weeks), and has one 1.5 hour lecture per week and one 1.5 hour workshop. Students will be required to supplement each hour of class with 3-4 hours of their own work. This is a level 7 paper, worth 15 points. 2 Teaching Team and Contact Details Teaching Team | Phone | ...
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...Table of Contents Executive Summary 2 Self-Assessment 3.3 Narcissism 3-4 Interpretation of Self Assessment 3.3 5 Relationship to Chapter 3 6 Self-Assessment 6.1 Symptoms of Stress 7 Interpretation of Self Assessment 6.1 8-9 Relationship to Chapter 6 10 EXECUTIVE SUMMARY In most work environments there is a narcissist that creates unwanted stress every day they are at work. The self-assessment topics that I completed were chosen because I can relate on a personal level. Whether it be through work or through hockey, narcissism is something I have to deal with on a daily basis. Going through these self-assessments, I was able to decipher the difference between what is and what is not. Reading through my responses will help you to decide also. I deal with people who want to be the center of attention and think they are the best. However, those people do not succeed at work. Those people are often the ones that do the least amount of work and with the worst quality. These people stress me out when I have to work with them. Taking the Symptoms of Stress self-assessment helped me to realize what I do without even realizing it and that lets me know when I am stressing out. Taking the two self-assessments has helped me to understand other people and myself much better. NARCISSISM For each of the following statements, indicate the degree to which you think each describes you by writing the appropriate number. 1 = Does not sound like me at all 3 = Sounds...
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...CONTENT PAGE Executive Summary 2 I. Introduction 3 A. Desired Profession and Job Descriptions 3-5 B. Personal Strengths and Weaknesses 6 B.1. Assessment Tools 6 B.2 Leadership Theories 7-8 II. Leadership Development Plan 9 A. Attachment Program 9 B. Communication 10 III. Evaluation 11 IV. References 12-13 Appendixes Gantt Chart PERSONAL LEADERSHIP DEVELOPMENT PLAN Executive Summary This report gives a description of developing a leadership development plan by relating to the Central Michigan University (CMU) competency model to the student’s desired goals. This model serves as a source for creating...
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...Portfolio Management Plan You are a manager of three employees at Riordan Manufacturing. You recently had these employees take a series of self-assessments to aid you in managing them. Now that you have these assessments, you are now tasked with creating an Employee Portfolio for each of the employees to help guide you in developing ways to best manage them. Resources: Results of Self-Assessments, University of Phoenix Material: Employee Portfolio Management Plan Complete the Employee Portfolio: Management Plan found on your student website for each of the three employees. Write a 350- to 700-word summary. Include the following in your summary: How might these three employees’ characteristics affect the performance of the organization? Recommendations for additional assessments. Submit the Self-Assessment Results with the Employee Portfolio and Summary. Week 2 Assignment Reflection Summary Discuss the objectives for Week One and Two. Your discussion should include the topics you feel comfortable with, any topics you struggled with, and how the weekly topics relate to application in your field. Write a 350- to 700-word summary of the team’s discussion. Week 3 Assignment Employee Portfolio Motivation Action Plan You are a manager for Riordan Manufacturing. You recently administered a series of assessments to your three employees to give you a better understanding of their different traits. You have begun putting together an Employee Portfolio...
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