...Television News Program Analysis Assignment Darris Simmons Com/310 Dina Ginsberg 10/13/2011 Television News Program Analysis The story I chose to cover is on former hedge fund tycoon Raj Rajaratnam, a 54 year old founder of Galleon Group. He was convicted in May on conspiracy and fraud for persuading a crew of corporate insiders to provide him with illegal tips on technology stocks. These tips earned him between $70- $75 million in profits for his. These stock tips include tech companies such as Sun Microsystems, IBM and Advanced Micro Devices. The coverage by each news source was pretty parallel except a few deviations from the main point of the story. Some similarities of the casts were, the number of people charged in the case, they also focused on the health of Rajaratnam. They drove in the fact that his health was deteriorating and that could be why his sentence was only 11 years versus the I saw the story as subjective because they focused mainly on facts other than the views express years the US government sought out for in the beginning of the trial in May. The focus on that could persuay the feelings of the viewer because the media knows viewers are sensitive to things such as health. Although they brought health to the table they immediately did a 180 degree turn and showed this quote, "His crimes and the scope of his crimes reflect a virus in our business culture that needs to be eradicated," by judge Holwell. They used this quote in two of the three news sources...
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...Analysis of current training programs of practicing MSEs owners with the aim of enhancing their entrepreneurship aspects. A case study of Roysambu. N. JORAM NGA’NG’A A research proposal submitted to the School of Human resource and development in partial fulfillment of the requirement for the degree of Masters of Science in Entrepreneurship of Jomo Kenyatta University of Agriculture and Technology. March, 2011 Declaration This research proposal is my original work and has not been presented for a degree in other University. Signature……………… Date……………….. N. Joram Nga’ng’a HD313-0402/2009 This research proposal has been submitted for examination with my approval as the university supervisor. Signature……………… Date……………….. Bwisa H.M.. Phd Acknowledgement I owe my family a debt of gratitude for where I am education-wise especially my mum. Am also very thankful to my supervisor for the guiding me through this tough moment. Any other person who has made an impact on my life: my friends, relatives and lecturers should also receives my thanks. TABLE OF CONTENT Declaration ii Acknowledgement iii Definition of terms. vi Abbreviations vi Abstract vii CHAPTER 1: INTRODUCTION 1 1.0. Background 1 1.2. Problem statement 3 1.3. Objectives 4 1.4. Research questions 4 1.5. Significance of the study 5 1.6. Justification of the study. 5 1.7. Assumption of the study. 6 1.8. Limitations and delimitations: 6 Limitations...
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...CHAPTER 10 Differential Cost Analysis This chapter deals with the use of differential cost analysis in financial management decision making situations. The basic premise of differential cost analysis is that different costs are treated differently in different financial management decision situations. Hence the name differential costs. Two major applications of differential cost analysis are presented. The first application is called break-even analysis. In break-even analysis, differential cost analysis is used to answer the question, How much service must a human service program provide during a fiscal year in order to recover its total costs? The second application can be called decrease/discontinue decisions. In these types of financial management decisions, differential cost analysis answers the question, What will be the effect on fixed and variable costs of a decision to reduce or discontinue a human service program? Some Concepts and Definitions Before proceeding to the discussion of the applications of differential cost analysis, some basic concepts and definitions need to be introduced including fixed costs, variable costs, step costs, maximum efficiency, and surplus capacity. Fixed Costs and Variable Costs In Chapter 8 the concepts of direct and indirect costs were introduced as part of the discussion of cost analysis. As was noted in Chapter 8, the full cost, or total cost, of a human service program is the sum of its direct costs and indirect costs...
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...1 Career Development Plan Part I—Training and Mentoring Program Training and Mentoring Program Christina Hill University of Phoenix HRM/531 Human Capital Management Dr. Decosmo Monday, August 2, 2010 Career Development Plan Part I— Training and Mentoring Program InterClean, Inc. is an International sanitation and cleaning company which is planning on increasing growth and market share at a fast pace. InterClean, Inc expects to a 40% increase in its sales profitability over the next year. In order to accommodate this aggressive sales goal, the company has decided to implement a new solutions-based selling approach which requires organizational restructuring and staffing initiatives practically with the Marketing and Sales areas. To accomplish the organizational initiatives, management has decided that a formal training and mentoring program needs to be implemented at InterClean, Inc that will support the acquisition and address the training needs of its growing employee base. The Human Resources department has been tasked with creating the new enhanced training system based and mentoring program. This paper will discuss the development of the training and mentoring program at InterClean, Inc. It will discuss new training and mentoring needs, training and mentoring program objectives, performance standards, delivery methods, training and mentoring content, time frame, evaluation methods, feedback, and alternative learning options. ...
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...Running head: Human Resources SWOT Analysis 1 IHS Hospital’s Human Resources Department SWOT Analysis Porntip Athinan Loyola University New Orleans Human Resources SWOT Analysis 2 SWOT analysis is a powerful tool to help the organization identify its strengths, understand the weaknesses, and explore the opportunities and threats that they may encounter (Manktelow & Carlson, n.d.). Human resources department is vital to the organization. Without effective human resources management, the healthcare organization may not be able to achieve its goals and mission. Performing SWOT analysis of IHS Hospital’s human resources department would benefit the hospital to understand internal (strengths and weaknesses) and external factors (opportunities and threats) (See Appendix A). Based on the SWOT analysis, the human resource manager would be able to formulate strategies to implement, monitor, and revise plan if ineffective (Fried & Flottler, 2008). IHS Hospital is an acute psychiatric hospital locate in San Fernando Valley, California, established in 1942. It serves children, adolescent, and adult populations. The hospital offers inpatient, outpatient, substance abuse program, and eating disorder program (Astralcom, 2008). The hospital’s mission is to develop, implement, and manage in the most ethical and efficient manner, a network of superior behavioral health services with optimal client outcome (Astralcom, 2008)....
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...Plan Jon A. Snyder Park University Management/Computer Information Systems IS 315 Computer Sys Analysis & Design I Annette M. Story February 27, 2012 Abstract Since information systems become more and more important in our today’s society, business firms, organizations, and individuals rely on these systems to manage their daily business and social activities. Hence, it becomes more and more important not only to support the efficient development of such systems but the modification and adaption of once deployed information systems need to be supported, too. Since complex requirements and the technical progress of computer systems lead to a high complexity of computer systems, the use of software models helps to manage system’s complexity and provides a tool for communication and documentation purposes. In particular for web-based information systems, a number of model driven approaches were developed. However, I believe that compared to the user interface layer and the persistency layer, there could be a better support of consistent approaches providing a suitable architecture for the consistent model driven development of business logic from early analysis until system maintenance. Analyzing and Developing a Successful Real Estate Information System Plan System analysis and design consists of four major phases and they are the planning phase, the analysis phase, the design phase and the implementation phase. The planning phase is a two-step process of...
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...Vision……………………………………………………………………………………...6 Values……………………………………………………………………………………..6 Needs Assessment design, Implementation and Analysis………………………………...7 Needs Assessment Design…………………………………………………………………7 Needs Assessment Method………………………………………………………………..9 Analysis of Data…………………………………………………………………………...9 Training intervention………………………………………………………………………12 Training plan……………………………………………………………………………….12 Return on Investment and Cost-Benefit Analysis…………………………………………14 Return on Investment Analysis…………………………………………………………….15 Cost Benefit Analysis………………………………………………………………………16 Training evaluation Plan…………………………………………………………………….17 Before Training……………………………………………………………………………...17 After Training……………………………………………………………………………….18 Recommendations…………………………………………………………………………..18 References…………………………………………………………………………………..20 Appendix A…………………………………………………………………………………21 Appendix B………………………………………………………………………………….23 Executive Summary This proposed document for Christopher house training report consist of a two-day training session with a total of 6 hours. The training program designed was onsite type of training. The ROI and CBA for the training showed the training program was a good investment. The total cost of training was $2206, and the cost benefit analysis for 10 families (investors) totaled $7000....
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...Requirements for Kudler’s Fine Foods Frequent Shopper Program Daniel W. Burgess, Richard Rives, Darrell Crosson, Warren Johnson, and Antoin Jenkins Axia College University of Phoenix Requirements for Kudler’s Find Foods Frequent Shopper Program Introduction In an effort to maintain a competitive edge in the gourmet food industry, Kudler Find Foods will implement changes to the company’s infrastructure and overall networking capabilities to create a shopping program for our dedicated customers. A system analysis team has been created to meet this challenge led by Daniel W. Burgess, Vice President of Operations, Richard Rives, Director of Information Technology, Darrell Crosson, Director of Human Resources, Warren Johnson, IT Specialist, and Antoin Jenkins, Program Coordinator. The goal of the project is to provide our customers with the best processing methodology to complete error free transactions; generate feedback from users; and address any issues from customers by upgrading our customer service operations. The scope of the Frequent Flyer Program (Service Request Form, SR-kf-013) will entail low-level processes that focus on the business aspects of our IT department and the processes that involve a RAD (Rapid Application Development) system. The program will be able to operate on a global scale with operations in Asia, China, Japan, and South America. Upgrades to our systems will represent different approaches that streamline and improve the system...
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...Goals…………………………………………………………………………………….. Values……………………………………………………………………………………. Needs Assessment design, Implementation and Analysis………………………………… Needs Assessment Design………………………………………………………………. Organizational Analysis………………………………………………………………… Person Analysis………………………………………………………………………… Task analysis…………………………………………………………………………… Training intervention…………………………………………………………………….. Training plan…………………………………………………………………………. Return on Investment and Cost-Benefit Analysis……………………………………….. Return on Investment Analysis…………………………………………………………. Cost Benefit Analysis……………………………………………………………………. Training evaluation Plan……………………………………………………………………. Before Training……………………………………………………………………………. After Training……………………………………………………………………………… Recommendations……………………………………………………………………………. References…………………………………………………………………………………….. Appendix A…………………………………………………………………………………… Appendix B…………………………………………………………………………………… Executive Summary This proposed document for Christopher house training report consist of a two-day training session with a total of 6 hours. The training program designed was onsite type of training. The ROI and CBA for the training showed the training program was a good investment. The total cost of training was $2206, and the cost benefit analysis for 10 families (investors) totaled $7000....
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...Group F2 Problem Statement: The situation is to develop an international mobility program in order to streamline processes at Solvay which aligns the company’s business goals with individual employees’ needs . External Analysis Factor (Economic, Technological, Cultural) Implications on the problem Political: • Swelling government regulations in Pharmaceutical industryIt was difficult to enter the industry(high entry barrier, not lucrative)Existing players diversifying globally Require additional HR • Movement of HR helps in easy expansion need of an effective international mobility program (take care employees needs like personal, financial, social etc.) Economic:...
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...Job Analysis Berline Jean Baptiste PSY/435 July 22, 2013 Linda Seiford Job Analysis The reason for a job analysis is to study and evaluate the things that a job is supposed to involve. This is describing exactly what skills are needed to perform on the job, and what the exact qualifications are to fill the position. Job analysis is a method needed when the employee need to know the precise function. An example would be that an employee’s duties should be clearly stated. So, a jobs analyst is to observe the employee at his or her current duties. This is also helpful in deciding what the requirements are to perform this job more effectively. Because jobs continue to change, therefore a job analyst should watch for any changes so that things are kept up to date. However, the job analyst should be familiar with the job a well as the position. “The job analysis will lead directly to development of numerous other significant workers (tools): job requirements, job assessment as well as job performance criteria” (Spector, 2008). Today families are shattered, language barriers are high, violence is a standard, and their education does not get to high priority. Counselors typically deal with these types of students who have tangible needs, emotional troubles, and behavioral issues. Furthermore, counselors have an ear for listening; shoulders to cry on and a firm facilitator for regulations are what a school counselor should use. Before becoming...
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...quite common in the education field and addresses the responses by institutions to new legislation imposed upon them. As is often the case, the legislators do not address the impacts to organizations, leaving the actual implementation to the end user (i.e., public and private schools). In this particular case, Wittenburg University (WU) is faced with the decision of whether to develop and deliver a Master of Arts degree in classroom leadership. 1.) Build the management-research question hierarchy for this opportunity. The initial step in the research is the creation of a management-research question hierarchy, to formalize the process. For this case study, the management-research hierarchy is presented in Appendix A. The purpose of this hierarchy is to examine the various stages of the research question and present a logical sequence of increasing focus that will allow the development of a survey instrument that can be delivered to potential program applicants. The initial stage is to identify and state the management dilemma, which in this case is the impending new legislation. The State of Ohio intends to require all licenced teachers to have, or complete, a master’s degree before obtaining their second licensure to teach. Given that this is new legislation and WU is not obligated to offer a program, the “management dilemma” actually presents an opportunity for WU to develop a new degree program, thereby increasing revenue for the university. The second stage of the process...
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... | | | |Lecture Outline | | | |Strategic Overview |In Brief: This chapter is devoted to the issue of | | |Orienting Employees |ongoing training and development of employees. Needs | | |The Training Process |analysis, techniques, purposes, and evaluation are all | | |The Strategic Context of Training |covered. Additionally, the chapter points out the | | |The Five-Step Training and Development Process |importance of new employee orientation and lists some of| | |Training, Learning and Motivation |the important things...
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...Abstract A well developed training program entails seven steps. The first step entails conducting a needs assessment which confirms whether or not an organization needs training. The second step is to identify the readiness of the employees by evaluating their motivational and basic skills necessary to effectively comprehend the training program content. The third step is all about creating a learning environment that provides means for learning to occur from the training. The fourth step is the process of transfer of learning where employees apply what they have learned in the training program to their jobs. The fifth step is developing an evaluation plan which describes the types of outcome expected and demonstrating how training will affect those involved. The sixth step is selecting the training method in correlation with the learning objectives and learning environment. The seventh step is to evaluate the training program, make changes if necessary and to improve the program by revisiting earlier steps in the process so that learning objectives are accomplished. Economic cycles, globalization, customer service and quality emphasis, talent management, new technology, increased value placed an intangible assets and human capital, focus on linking business strategy, changing demographics and diversity of the work force, high performance work systems are the various forces affecting the work place and learning. An organization deals with these forces by...
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...the impact and financial returns from executive leadership programs. You have also asked us to provide recommendations on how to present this analysis to your executive management committee, specifically your COO Dave Palmer. In the past, you were not able to provide the financials and quantitative analysis to support the funding of such programs, demonstrating they are a priority, not a perk, which adds to Zendal Pharmaceutical’s bottom line. Given the unstable economic environment that has persisted for several years, it is even more important to justify the costs of such programs. Justification must be communicated via skill enhancements/efficiencies, market competitiveness, and profits, not just through participant satisfaction surveys. Without a quantitative based argument, it is likely the 75% decrease in your budget will continue into the near future, and perhaps never be reinstated to prior levels. Also, you have asked QMDME Consulting to comment on the viability of an internal, custom leadership program or continuation of external leadership programs. We will address this issue in the context of Zendal’s recent acquisition of Premier. Analysis of Business Issue The Case for Leadership Development Program An important aspect of your presentation to Palmer will include communicating the value add of leadership development and dispelling his belief that it is a perk. Studies have shown that development programs ensure organizations will have a pipeline of strong future...
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