...Abstract The intended purpose of week five’s assignment is for me to evaluate our chosen virtual organization. The virtual organization that was appointed to learning team A was Kudler’s Fine Foods. Within, this paper I will evaluate the selected virtual organization website, and discuss the intended audience for this site as well. I will then go over the design criteria that I created in week two and provide a description of why I selected and considered the ratings for each category to be of importance. Next, I will explain the results of the comparative review I performed on the three similar sites, and provide an appendix of the completed evaluation. A detailed analysis of the assigned virtual organization website will also be explored inside this paper along with a description of the changes I made in my prototype/mockup accompanied by a screenshot image. Lastly, an explanation of how I would use metadata or other promotional tools to promote the redesigned website, followed by a closing explanation of how the website changes will help the virtual organization to become more successful in the future. In today’s society an online presence is the most effective way to reach the masses. Therefore, the way a website is designed is crucial to the success of the company. Websites want to provide a great first impression when prospects want to get to know more about the business, its mission, or the company’s vision. A website must capture ones attention, and be visually appealing...
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...Objective The target audience of this communication plan is bank employees and customers. This includes employees ranking from highest level of management down to the low ranked employees These “low ranked “ employees are very important because they are often the first contact that customers have with the bank. Good communications among all stakeholders is key for the success of a project. It’s important to ensure your project team develops a communication plan so that lack of communication does not derail your goals. Use this project communications planning template to identify the stakeholders and audience you need to communicate with, the method of the communication, the frequency and the individuals responsible for executing the plan Duration 1st Quarter: Starts at beginning of the fiscal year begin conducting surveys to assess current conditions and opinions of the customer. Begin training employees on communication plan. 2nd Quarter: continued training and begin monitoring and evaluating employess for effectiveness of changes and new procedures 3rd Quarter: Reassess 4th Quarter: Re interview customers and compare findings from previous year. Provide a formal report to employees for them to review growth Contents Employees * Conduct a research –communication audit. Evaluate current communications * Find out what every staff person is doing in the way of communication, what each communication activity is designed to achieve * Analyze what is currently...
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...Unit 14 Web Design - Website Evaluation Firstly, my website meets the need of the users, clients and audience as it has information regarding Newcastle upon Tyne. As well as, there are contact details and images of the locations which is significant as this will allow the reader to be visually aware. Also, the tourist websites which I have looked at whilst evaluating the websites during Year 12 contained images and without them the presentation would appear to be dull and less appealing. Also, my user said that the website looked professional and the information was clear to read due to the use of understandable font styles and font colour. This is significant to make the text appealing because too much brightness would result in difficulty...
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...what the evaluation and validation process entails. Further I am proud to let you know and understand the model of evaluation and the four levels in evaluation of programs. Evaluation simply means assessing the worth or the value of the program. It is an appraisal to determine whether the activity to be evaluated is worth. According to Sinclair, (2002) it is an attempt to assess the training with an objective of improving it. Validation is a concept which is used to describe the program and the outcome. The activity deals with testing and assessing whether the program has an internal validation. It also involves assessing whether the objectives are based on accurate determination of training needs. There are two forms of evaluating a training program. They include formative and summative evaluations are forms of evaluation in a training program. Summative evaluation is conducted in the early stages of the evaluation process primarily deals with the planning and implementation process. On the other hand, summative evaluation aims at assessing the outcome of the program and focus on determining the relationship that exist between various factors in the outcome Kirkpatrick, (2007). Donald K developed a model used in evaluation of training. The model of evaluation has been in use for many decades by the training community. The model places premium in measuring the kind of outcomes that surfaces after completion of a rigorous training. The four kind of evaluation includes...
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...Content Quality Assessment Related Frameworks for Social Media Kevin Chai, Vidyasagar Potdar, and Tharam Dillon Digital Ecosystems and Business Intelligence Institute, Curtin University of Technology, Perth, Australia kevin.chai@postgrad.curtin.edu.au, {v.potdar,t.dillon}@curtin.edu.au Abstract. The assessment of content quality (CQ) in social media adds a layer of complexity over traditional information quality assessment frameworks. Challenges arise in accurately evaluating the quality of content that has been created by users from different backgrounds, for different domains and consumed by users with different requirements. This paper presents a comprehensive review of 19 existing CQ assessment related frameworks for social media in addition to proposing directions for framework improvements. Keywords: content quality assessment, social media, discussion forums, wikis, weblogs. 1 Introduction Information quality (IQ) has been widely defined in literature by its fitness for use. Existing research in the field of assessing IQ within traditional information systems is relatively mature and has led to the discovery and validation of numerous quality dimensions and metrics [2, 15, 17, 29, 35]. Knight & Burn (2005) have presented a comprehensive review of literature in the realm of assessing IQ frameworks. Common IQ dimensions that were identified from their review are presented in Table 1. The definitions of these dimensions have been included from Wang & Strong (1996)...
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...EMPLOYEE EVALUATION The company given in the example uses an annual rating scale evaluation method that appears to be primarily based on interpersonal relationships with co-workers as well as overall personality and attitude. There are 3 knows evaluation categories on the company’s current evaluation form: friendliness, neatness, and attitude. Friendliness This evaluation criteria focuses on the interpersonal relationships of the employee as he relates to his fellow co-workers including peers and supervisor(s). However, because of the employee’s personality differences, the employee receives a lower rating. The ability to have an accord with fellow co-workers is an important part of an employee review, especially if his ability to work with others negatively affects his or their output. However, interpersonal relationships in general should not be the primary focus of the review. The ability or desire of the employee to interact with other employees is not a valid representation of his work ethic or work product and is not indicative of the employee’s ability to help the company accomplish its ultimate mission and goals. Neatness The second item on the manager’s evaluation form is “Neatness.” The manager concludes that the employee’s neatness with relationship to his office space is only slightly better than a disaster area so, again, he gives the employee a low score. However, no mention is made of the employee’s work product. The manager needs...
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...1) Based on what you read in this chapter, what do you suggest Lisa and her team do first with respect to training? Why? The manager Lisa should review her employees’ performance evaluation forms to determine whether and where there are gaps in performance. As well, Lisa can review customer feedbacks through short surveys, because they can indicate whether training is needed for a specific area or trait. 2) Have Lisa and the CFO sufficiently investigated whether training is really called for? Why? What would you suggest? No, they did not. Although, large differences exist in such measures, it does not mean training is lacking. On the job training costs little and may be taking place on an informal basis, thus unmeasured. Additionally, such things as employee occupancy may be having an effect on training costs – employees who have been working in Hotel Paris for many years now may require less training than employees of a different hotel with a high turnover. Therefore, Lisa needs to analyze the need of training more thoroughly. 3) Based on what you read in this chapter and what you may access via the web, develop a detailed training program for one of these hotel positions: Security guard, housekeeper, or valet/door person. Working as a housekeeper at a hotel is not as easy as it seems. One has so much to learn and to get right from the start in order that guests entering their room in the evening do not feel that the room has been used before, but instead...
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...employees are not performing up to a certain standard or at an expected level of performance. The difference between actual the actual level of job performance and the expected level of job performance indicates a need for training. A training analysis is conducted ultimately to identify what areas of knowledge or behaviors that training needs to accomplish with learners. The analysis considers what results the organization needs from the learner, what knowledge and skills the learner presently has and usually concludes with identifying what knowledge and skills the learner must gain. Usually this phase also includes identifying when training should occur and who should attend as learners. Ideally, criteria are established for the final evaluation of training to conclude if training goals were met or not. Depending on the resources and needs of the organization, a training analysis can range from a very detailed inventory of skills to a general review of performance results. The more complete the training analysis, the more likely that the employee's training will ultimately contribute results to the organization. This report is a Project Report prepared as a requirement for the conclusion of the MBA Program. As per requirement of MBA program of Metropolitan University, after completion of 62 credits a student has to complete a project program. The primary goal of project is to provide an on the job exposure to the students and an opportunity for translation of theoretical conceptions...
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...Exercise #61 Item #1 Tom, I would like to have a meeting with yourself and your supervisor to review the evaluation. Are you available on Friday at 10:00 am? Sincerely, Jane Smith HR Department Additional Action: I will email Tom Morrison’s boss and discuss the evaluation with him. I hope that in my discussion I will discover that he has set forth a course of action to discus training and performance goals with this employee in achieving a stronger performance review in the future. (Mathis, Robert, et al. pg. 357) I will be sure to discuss with him the dangers of rating patterns and contrast errors. It is important that the reviewers understand that they should steer clear of rating employees against each other and stick to rating employees to the performance standards. (pg. 358) When evaluating employees they will need to be careful they are not rating an employee by a pattern or “average.” (pg. 357) If an employee is new, there may be areas they are strong in and other areas where a coaching opportunity may be present, so it is important to give them accurate feedback. It is also important to note the benefits of giving appropriate positive review content and not to focus too much on the negative. Too often managers are guilty of sticking to the negative aspects, which discourages employees. This will only deflate them and result in loss of commitment. (Thompson) Item #2 Thank you for bringing this concern to our attention. I have discussed this situation with...
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...Training and Development Project Week 4 Yonette Bailey DeVry University HRM 420 In order to determine if the training that the cashier and food prep employees is receiving is effective there will be training evaluations done. Training evaluation checks whether training has had the desired effect. Training evaluation ensures that whether candidates are able to implement their learning in their respective workplaces, or to the regular work routines. The main purposes of training evolutions include but are not limited to: Feedback: It helps in giving feedback to the candidates by defining the objectives and linking it to learning outcomes. Research: It helps in ascertaining the relationship between acquired knowledge, transfer of knowledge at the work place, and training. Control: It helps in controlling the training program because if the training is not effective, then it can be dealt with accordingly. Power games: At times, the top management uses the evaluative data to manipulate it for their own benefits. Intervention: It helps in determining that whether the actual outcomes are aligned with the expected outcomes (Training and Development, 2007). Training evaluations should be completed before, during, and after training. The learner's skills and knowledge are assessed before the training program. During the start of training, trainees generally feel it as a waste of resources because at most of the times trainees are unaware of the objectives and learning outcomes...
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...December 8, 2014 Paid Website Usability Testers Two attributes determine if a website is useful and they are usability and utility. Utility is whether or not the website provides the required information or features. Whereas, “usability is a quality attribute that assesses how easy user interfaces are to use.” (Nielsen, 2012, para. 1) You cannot have one without the other. Suppose your site is brimming to the top with lots of information and has all the bells and whistles, but if the Interface design (ID) is poor and as a result the User Experience (UX) suffers then no one is ever going to spend the time and effort to discover those great features. This is the main reason why companies must perform usability evaluation. Although the heuristic evaluation method may take less time and is usually less expensive, the “heuristic evaluators could not play the role of real users and could not predict actual problems users might face while interacting with the sites” (Hasan, Morris, & Proberts, 2012, p. 726) User Testing is essential prior to going live in a production environment and can done on a budget. Katie Sherwin of the Nielsen Norman Group reiterates that “testing doesn’t have to be expensive and by testing with just 5 users, you can uncover 85% of the issues.” (Sherwin, 2014, para. 8) After all it is an iterative process and the law of diminishing return comes into play in user testing as well as seen in Figure 1 below. Figure 1. from “Why You Only Need to...
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...Lesson 17: Assessment in a Constructivist, Technology-Supported Learning Lesson 17: Assessment in a Constructivist, Technology-Supported Learning SUMMARY: WHAT IS ASSESSMENT? It is the process of making some evaluation; the act of assessing. WHAT IS CONSTRUCTIVIST THEORY? Constructivist theory is a theory to explain on how knowledge is constructed in the human being when information comes into contact with existing knowledge that has been developed by experiences. Constructivism as a theory of learning has existed for over one hundred years but has no been widely accepted or applied in public schools.this theory is just a posed of behavioral theory. WHAT IS TECHNOLOGY-SUPPORTED LEARNING? It is used to encourage students especially in facilitating student centered learning activities. It is more than technology enhance instruction. It recognizes that learning is supported in many different ways, even if there is no formal teaching involve. Students study and learn based on the way they are tested. The type of assessment anticipated appears to influence how and what they learn. therefore, the quickest way to change the way students learn is to change the way learning is assessed. In a technology-supported classroom, the student learns from and with the technology. Technology is seen as a source of information that the students learn from in the same way that the teacher are the source of information.. the students master facts from the concepts...
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...& evaluated. 3. The external internship in-charge will mark the continuous assessment only at the time of completion of the internship. Students must ensure that evaluation marks are provided by the organization as per the given parameters (Annexure III). 4. A student can only proceed with the project if the synopsis/project topic is approved by his/her faculty supervisor. Annexure – IV must be attached with the synopsis of the project and the faculty supervisor must evaluate and provide feedback to the student regarding topic approval/disapproval. 5. All the communications and exchange of documents shall be done through UMS/email. Supervisors are required to provide links to the students on UMS for document submission. 6. With every month’s progress report, the student has to attach monthly attendance sheet and monthly grades awarded by external supervisor (Annexure I and II). As internal faculty supervisors are required to give marks to the student every month, these documents will help the supervisors to evaluate the student’s performance and seriousness towards project. 7. For final submission of report, three hard bound copies are required to be made. One copy will be submitted in the Administrative Office, Block 1 and two copies will be brought to the ETP viva by the student and presented before the evaluation panel. 8. A document submission report will be shared with the faculty supervisors through which they will have to...
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...the basics of software engineering modules and soft skills which would be helpful when the associates joins TCS. It general it will provide u a basic outline about the basic stuffs which one should need before u step into TCS. 2. How do we learn in Aspire? Ans: In Aspire, we have courses covering various areas like Web Technologies, Unix, Software Technology, DBMS etc. Each course would follow a weekly timeline. For each week, you will be given some learning objectives, learning activities and online learning materials. Participants are expected to cover the materials and activities and accomplish the learning objectives for the week. At the end of each week, you will need to update the activity tracker to record the progress of your learning. And Please make proper use of it. To be frank all the answers for the assignments will be available in net. But make sure u give a try. It would surely help u!!!! 3. Do we have evaluations on the topics covered in Aspire? Ans: We have some assessment modules designed for participants in Aspire. This would include online assignments and self evaluation quizzes. Also u will be having evaluations based on it once u enter TCS. 3rd day. 4. Do we have any other assessments other than the online assessments? Ans: No... Nothing like that is there. 5. I was not able to complete a week’s learning activity within the timeline. Will the material still be available? Ans: Yes. The materials will still be available...
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...NTR 108 - Human Nutrition Fall 2014 Web-based sections (L01) Instructor & Office: Dr Peter Horvath – 12 Sherman Hall, South Campus Office Hours: see UBLearns Telephone: 829-5665 Email: phorvath@buffalo.edu (best way to contact) Singapore instructor: Ms Natalie Goh ( nmgoh@buffalo.edu) Office hours: 10.30-11.30am on scheduled class days TAs: see UBLearns for contacts and hours – 15 Farber Hall, South Campus Hours and Contact Information: Posted on the course website Textbook: Required: Nutrition An Applied Approach 3rd edition, Janice Thompson and Melinda Manore Not Required: The NTR 108 - Human Nutrition Course Study Manual, 10th Ed. is available, but not required for the online course. They are bundled together to reduce your cost. The textbook will also be used for NTR 109. Evaluation: There will be three non-cumulative examinations, each with 50 multiple choice questions. Four (4) additional bonus points can be earned. Three (3) bonus points can be earned by asking a nutrition question related to the course modules on the UBLearns discussion forum (one per exam). Each question must be submitted before 10am, three (3) days before the corresponding exam date Singapore time. Another three (3) bonus points can be earned through class participation). At the end of the semester, you will be notified via UB email to complete the on-line SPHHP CoursEval that is administered by UB and not SIM. Each student who submits a...
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