...Jose O. Perez Jeffery Benedict January 23, 2015 Analog Vs. Digital In Recorded Music When I began my studies at Cal State La I came into the program as a drum set performance major and wasn’t too knowledgeable about how the music recording process works. So when I decided to switch my major to the technology studies track I was pleasantly surprised by the amount of knowledge that I did not have. Not that I’m the best drummer in the world, but I was feeling like I needed a change in course and it seems that learning about something that I didn’t know much about was a really good use of my time. I’ve been using Logic to make recordings at home and once I began to understand what I was doing mixing and composing quickly became an obsession of mine which I am pursuing daily. From the very beginning of this journey I’ve taken to watching as many tutorials on youtube as I possibly can and am bombarded with knowledge, opinions, and a fare amount of useless crap. It’s interesting to see the very different approaches that people have to doing the same thing; and they all think their way is the best. What’s more is that there is this belief that the music business is suffering gravely from this supposed injustice that the digital age has inflicted upon those that are “old school”. So what I’m noticing is this large divide amongst people that use analog gear and those that use digital gear. The analog devotees are absolutely convinced that you can NEVER get the rich, warm, juicy and...
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...Materials and Methods: First, the ring stand was setup with the force transducer mounted on it. Next, the PoweLab was setup by connecting the force transducer cable to the back of the Bridge Pod. Then, the Bio Amp cable was attached to the Bio Amp socket on the PowerLab. The three lead wires were attached to the Bio Amp cable. Other materials such as dissecting dish, metal pins, scissors, forceps, strong thread with a barbless hook, acetylcholine solution, epinephrine solution, and Frog Ringer's solutions in cold, warm, and room temperature were collected. The force transducer was zeroed by adjusting the baseline value to zero. A weight between 5 and 50 grams was hanged from the force transducer and was recorded for five seconds to calibrate the force transducer. The N value was calculated and the calibration was implemented. A double-pithed frog was dissected by making a longitudinal and lateral incision along the ventral surface of the abdomen with scissors. The tissue and the sternum was cut away to expose the thoracic cavity. The pericardium was cut away with the forceps to expose the heart. The force transducer was attached to the heart by lifting up the apex of the heart and piercing it with a hook. The tension on the thread was adjusted and the thread was left perpendicular to the table, instead of an angle. The lead wire alligator clips were attached to the pins holding the frog to record the ECG. The red lead was attached to the left forelimb, the black lead was attached...
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...three questions in this assignment. Question 1 and Question 2 are listening tasks based on recordings which are contained on your TMA CD. Question 3 is a speaking task. The Listening and Speaking parts of the assignment each carry 50% of the mark for TMA 1. Before you complete this assignment, you are advised to review both the listening and the speaking skills covered in Units 1 and 2. You must submit your responses to all three questions by post to your tutor’s mailing address. Please write or type your responses to Questions 1 and 2 on A4-size paper and record your spoken answers to Question 3 on a CD or USB drive. Part I: Listening (50 marks) Listen to the two recordings on your TMA CD for TMA 1. Both recordings are talks. In the first talk, the speaker describes an older colonial part of Guangzhou, and how attitudes towards colonial heritage in China are changing. The second recording is a talk about the new phenomenon called the ‘smart phone walk.’ Listen to the recordings carefully before you attempt the questions/tasks below. Respond to the questions/tasks using complete sentences written in your own words. Marks will be deducted for poor grammar, vocabulary and spelling. Try to avoid simply transcribing the content of the recording, but instead summarize and paraphrase what you hear. Your responses should be based on the information you hear in the recordings, not on your existing knowledge or on information gained from other sources. Question 1 (20...
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...Briefing note for the Human Resources Director: The organisations approach to collecting, storing and The use of H.R data. Purpose: The purpose of this briefing note is to review options to the business regarding the collection, storage and use of collected H.R data. Background: It has been requested that the organisations current policy regarding the above should be reviewed and where necessary, improved/amended based on the findings. Current situation: At present the following data is collected by the Human Resources department; * Personal Data. * Staff Turnover. * Absence Data. * Learning and Development Data. * Cost information. * Survey Data. * Performance of Employees. * Health and Safety. Some of the above data must be collected by law for legislative purposes. Other data is gathered and stored by H.R for use either as benchmarks or as an aide to future business growth. For instance Health and Safety data is stored for legal compliance and includes the storage of accident books and RIDDOR incidents (Appendix 1) that have occurred within the work place. This information may be used by the health and safety officer to reduce the number of accidents. If a number of incidents were reported involving staff using ladders, then a trend may be spotted from the stored accident data. This could then be used and less hazardous equipment utilised. An example of data which is not legally required to be kept, but may be useful...
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...3 RAI – Recording, Analysing and Using HR Information Level 3 CIPD Foundation Certificate in Human Resources Management Student: Kevin Bickle Tutor: Margaret Lawson Word Count 636 Date Submitted 23rd February 2016 Contents Page 1. Purpose 2. Background 3. Current Status 4. Key Considerations 5. Options 6. Conclusions and Recommendations Activity 1 1. Purpose The purpose of this briefing is to inform the Director about a review of Brenikov’s approach to collecting, storing and using HR data. 2. Background The review was requested by the HR Director joining Brenikovs to ensure that it’s compliant with The Data Protection Act 1998 and The Freedom of Information Act 2000, the two main pieces of UK legislation covering the collecting, storage and use of data in the UK. 3. Current Status Currently the Freedom of Information Act does not apply to Brenikovs as it’s not publicly funded. Brenikov Training does need to ensure compliance with The Data Protection Act as it currently collects HR Data to assist with strategic planning and to ensure compliance with legislation (Rights to Work). Brenikovs currently collects and analyses data on employee absence to identify any trends and allow the HR team to actively put in place working practices to minimise disruption. It also collects data on DBS checks as part of the recruitment procedures to ensure compliance with safeguarding and child protection legislation. 4. Key Considerations The information Brenikovs collects...
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...Parent, Adult and Child The passion for truth is silenced by answers which have the weight of undisputed authority - Paul Tillion Early in his work in the development of Transactional Analysis, Berne observed that as you watch and listen to people, you can see them change before your eyes. It is a total kind of change. There are simultaneous changes in facial expression, vocabulary, gestures, posture and body functions, which may cause the face to flush, the heart to pound, or the breathing to become rapid. We can observe these abrupt changes in everyone: the little boy who bursts into tears when he can’t make a toy work, the teenage girl whose woeful face floods with excitement when the phone finally rings, the man who grows pale and trembles when he gets the news of a business failure, the father whose face “turns to stone” when his son disagrees with him. The individual who changes in these ways is till the same person in terms of bone structure, skin and clothes. So what changes inside him? He changes from what to what? This was the question which fascinated Berne in the early development of Transactional Analysis. A thirty – five – year – old lawyer, whom he was treating, said, I’m not really a lawyer, I’m just a little boy.” Away from the psychiatrist’s office he was, in fact, a successful lawyer, but in treatment he felt and acted like a little boy. Sometimes during the hour he would ask, “Are you talking to the lawyer or to the little boy?” Both Berne and his...
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...The first thing that can be deduced from the case is that the process in which the orders are recorded definitely needs to be changed into a more efficient system. In the existing process the time between each stage takes too long and there are too many human errors committed at each step. Customers main concern with Evergreen is that the company is charging a high price for its product but it is not delivering at the correct time, taking to long. With regards to the first way of recording orders, these should be checked by account managers ass soon as they are placed and not once a day, this would shorten the waiting times. The same rule should apply to the next stage. In order to speed this process up orders could be electronically managed and passed on directly from desk to desk through an electronic system. If we look at the other way of recording orders (through a salesperson), the same type of inefficiencies occur. There are too many human errors and the time between each phase is just too long. Therefore, in my opinion it is not the shop floor planner who has the blame. In order to keep inventories low and deliver in the correct time there should be a better communication between each person in the chain so that the shop floor planner receives the orders quicker. The main problem is the operation of the current order entry process and to accomplish the desires of customers this system should be...
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...CIPD HR ASSESSMENT Core Module |Title of unit/s |Recording, Analysing and Using Human Resources Information | |Unit No/s |3RAI (HR) | |Level |Foundation | |Credit value |2 | |Assessment method |Written | |Learning outcomes: | | | |Understand what data needs to be collected to support HR practices. | |Know how HR data should be recorded, managed and stored. | |Be able to analyse HR information and present findings to inform decision-making. | |Both activities should be completed. ...
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...file. [pic] FOR AP EXAMS, ONLY MP3 RECORDING FORMAT IS ACCEPTABLE. Operating Instructions for proctors: (Proctor should announce instructions - in blue colored text - to the candidates) 1. Double click the Audacity Recorder icon (headphones) on your Windows Desktop or from START>PROGRAMS menu: [pic] This will display the recorder screen as shown here: [pic] 2. Put on your headset or microphone to the most advantageous position in order to achieve a good recording level. 3. Click the [pic] (Record button) on the tool menu and read the following sentence: “This is a test recording. Testing microphone 123.” 4. Click the [pic] (Stop button) to stop the test recording. 5. Click the [pic] (Play button) to replay this test recording. If this test recording was clearly audible, then you are all set to record your responses. If not, raise your hand for help in troubleshooting (see steps at end of this document) Once the Record button is clicked again, it will begin recording the real test responses. DO NOT click the Stop button until all the test responses are recorded. One continuous MP3 file must be created to record the responses. Stopping in between will create more than one file or overwrite the existing one. If ready to begin the test recording, go to the next step. 6. Click “x” on the left side of the waveform window to clear the previous recording. This is to close the test recording track. [pic] 7. Click [pic] (Record)...
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...Activity A – 500 Words Imagine that your organization (or one that you are familiar with) has a new HR Director. They have requested that you review the organization’s approach to collecting, storing and using HR data and produce a briefing note on your findings. Within your note, you should cover the following: Q. At least two reasons why the organization needs to collect HR or L&D data, Organizations need to collect data to ensure that the organizations are adhering to the specified Laws and regulations. The stored data is essential to maintain quality standards, track performance of employees, and monitor learning and development activities. Specific data can also be gathered to analyze a trend of absence in a department or individually. Q. At least two types of data that is collected within the organization and how each supports HR or L&D practices, Training Hours: - We gather the number of training hours in order to analyze development activities. This also helps us in providing a clear path to our employees. E.g. If they want to specialize in a certain field of work. Absence Report: The absence report is generated to understand how we can overcome the number of man-hours that are lost on the production floor. The report also helps us to identify if employees are absent due to illness or other reasons. Q. A description of at least two methods of storing records and the benefits of each, The two most common methods of storing data is Manual Storage...
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...spirit everyone had. With that there were certain things everyone started to develop as the recording of the film came through; the acting skills, leadership and teamwork. This was some of the features you could see during one of our recordings. For my personal development I could see some very positive things during the recording. At the start I had the idea of doing a comedy, but I missed one lesson and my teammates changed the whole idea of the subject. I needed to give up for my idea, this is something I really don’t like to do, but I did it for my team. After the first recording I realised that it was a really easy paper to play and a good story. Throughout the recordings I felt that my drama skills got better in some ways. For example there was a scene were there were a lot f small children passing by and we needed to speak really loudly for the camera to hear us. It was an opportunity to project my level of voice; this was something I never had a chance to do before. I think that a good teamwork is something very difficult to gain, especially in a group of people you don’t actually work a lot with. This was a good way of gaining patience and learning what every over teammate had to offer. The ways in which the team was divided was seen very fast; Emilia had the power about organization, doing everything good and quick, Alexa was like the one that helped with everything, recording, doing the script, etc. Alexis and me were...
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...because he has an open minded approach and unbiased. Carr describes the answer of what history is as being: “an answer that consciously or unconsciously reflects our own position in time.” I can completely agree with this theory because though history can be looked at as anything that has preceded an individual’s life, each person may feel that some incidents in time may be more critical and worth recording that others based on personal importance. Something that happened in 1975 may be more applicable to someone who was born in 1989 as opposed to an individual born in 2001. Carr also touches on Professor Sir George Clark’s statement on ‘what is history?’ which states: “It is unique opportunity of recoding, in the way most useful to the greatest number, the fullness of the knowledge which the nineteenth century is about to bequeath. . . By the judicious division of labour we should be able to do it, and bring home to every the last document, and the ripest conclusions of international research.” This to me describes history as being the utmost definition of recollection and recordings found from every moment of remembrance. By listing Clark’s view it allows Carr’s readers to get other opinions and see that he has placed an exponential amount of thought and effort to developing theories well as conducting and compiling his research. Carr says that being a historian is divided into two selected phases. He claims that a historian does all...
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...Having lived in this house for about 5 months, the creaking of my door every time I leave my room has become a sound that is part of my daily routine. After listening to all my recordings and selecting the top 8, this was one of the ones that, I believe, captured exactly what I was looking for. c. Techniques: Mic of the recorder was placed very close to the axis of rotation of the door d. Success in capturing sound: For a couple of tries, I could not capture the sound as loud as I intended to. After changing position, recording from inside the room and increasing the recording level, I was able to get the results I wanted. Background sound from my roommates was another difficulty but recording from inside the room helped solve the problem. 2. “Flush” e. Where and when: The flush of a toilet was recorded on Wednesday, 13th of January in my house located in South State Street. f. Interest and influence: Although this is a sound that everyone listens to every day, it does not receive the appreciation that it deserves due to its bad association. g. Techniques: recorder was placed perpendicular to the toilet centered in the drainage, to avoid the sound being too loud I made sure to place the recorder well above the toilet h. Success in capturing sound: This recording was easy to capture. Since this is a loud sound I stood at a fair distance and still was able to capture the sound in an according manner. 3. “Sink” i. Where and...
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...reason. We/I (indicate which) expect that the interview will take about (estimate time). • You will / will not (indicate which) be compensated for this interview. (Describe compensation if applicable) • Unless you give us permission to use your name, title, and / or quote you in any publications that may result from this research, the information you tell us will be confidential. • We/I (indicate which) would like to record this interview so that (we/I) can use it for reference while proceeding with this study. ((We/I) will not record this interview without your permission. If you do grant permission for this conversation to be recorded, you have the right to revoke recording permission and/or end the interview at any time. This project will be completed by (fill in date). All interview recordings will be stored in a secure work space until (1 year) after that date. The tapes will then be destroyed. I understand the procedures described above. My questions have been answered to my satisfaction, and I agree to participate in this study. I have been given a copy of this form. (Please check all...
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...1. Understand what data needs to be collected to support the HR practices 1.1 Explain why an organisation needs t collect and record HR data There are many different reasons why organisations record HR data. On the legal side there are requirements to record data. It is important that organisations are operating in line with the law and government legislations and the only way to show they are compliant is via their data records. Legally companies are required to record data such as equal opportunity, right to work, incident records, tax, pension or minimum wage to name a few. If a company is not compliant with the law it will sooner or later run into trouble and be heavily fined or worse case it will cease to exist. (Please se appendix 1). 1.2 Identify the range of HR data that organisations collect and how this supports HR practice For the company’s own benefit data are recorded to gain a better inside view of the day-to-day operation and performance. In order to remain competitive in the market and demonstrate success it is vital to record data, as they will show the company’s level of performance and what action needs to be taken to drive the business forward. Companies rely heavily on the HR operation to support the daily business on planning and decision-makings as well as the compliance with the law. Helping with the companies’ decision making and staff planning are data such as personnel records, inductions, learning and development or performance records. This list...
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