...unity for educators to network. It is important as educators to participate in an organization that offers professional relationships with others who are supportive, helpful and can be trusted. Connecting with peers who shares the same common career goals can be rewarding. “A framework for teaching provides a structure for discussions among teachers and also serves to sharpen the focus for professional development” (Danielson 2007). Domain 4: Professional Responsibilities (Danielson 2007), has identified me as a professional because I welcome a cooperative and respectful relationship with all stakeholders. It’s a routine to maintain regular communication with parents, rather it through parent-teacher conferences, emails, phone contacts, written correspondence in the mail or with teacher webpage from school. It is also most imperative as professional educators to appropriately work as a team when attending staff meetings and in service activities to develop curriculums and effective assessments within a class setting. Attending seminars and workshop for professional growth is an essential element to the success of student learning. Joining the Business Education...
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...services and satisfactions offered to people at large. To carry out its operations each enterprise has certain departments known as subsystems such as production subsystem, finance subsystems, marketing subsystem, and HR subsystem etc .Each consists of a number of other subsystems. 4.4.An overview of the staffing function: The managerial function of staffing relates to the total management system. Specifically enterprise plans become the basis for organization plans, which are necessary to achieve enterprise objectives. The present and projected organization structure determines the number and kinds of managers required. These demands for managers are compared with available talent through the, management inventory. On the basis of this analysis, external and internal sources are utilized in the processes of recruitment, selection, placement, promotion, and separation. Other essential aspects of staffing are appraisal, career strategy, and training and development of managers. 4.5.Selection process Steps in Selection Process: 1. The initial screening interview 2. Completing the application form 3. Employment tests 4. Comprehensive interview 5. Background investigation 6. Conditional...
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...2140) Unit 1: Markets and Market Failure ECON1 Final Mark Scheme Mark schemes are prepared by the Principal Examiner and considered, together with the relevant questions, by a panel of subject teachers. This mark scheme includes any amendments made at the standardisation events which all examiners participate in and is the scheme which was used by them in this examination. The standardisation process ensures that the mark scheme covers the candidates’ responses to questions and that every examiner understands and applies it in the same correct way. As preparation for standardisation each examiner analyses a number of candidates’ scripts: alternative answers not already covered by the mark scheme are discussed and legislated for. If, after the standardisation process, examiners encounter unusual answers which have not been raised they are required to refer these to the Principal Examiner. It must be stressed that a mark scheme is a working document, in many cases further developed and expanded on the basis of candidates’ reactions to a particular paper. Assumptions about future mark schemes on the basis of one year’s document should be avoided; whilst the guiding principles of assessment remain constant, details will change, depending on the content of a particular examination paper. Further copies of this Mark Scheme are available from: aqa.org.uk Copyright © 2012 AQA and its licensors. All rights reserved. Copyright AQA retains the copyright on all its publications...
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...2140) Unit 1: Markets and Market Failure ECON1 Final Mark Scheme Mark schemes are prepared by the Principal Examiner and considered, together with the relevant questions, by a panel of subject teachers. This mark scheme includes any amendments made at the standardisation events which all examiners participate in and is the scheme which was used by them in this examination. The standardisation process ensures that the mark scheme covers the candidates’ responses to questions and that every examiner understands and applies it in the same correct way. As preparation for standardisation each examiner analyses a number of candidates’ scripts: alternative answers not already covered by the mark scheme are discussed and legislated for. If, after the standardisation process, examiners encounter unusual answers which have not been raised they are required to refer these to the Principal Examiner. It must be stressed that a mark scheme is a working document, in many cases further developed and expanded on the basis of candidates’ reactions to a particular paper. Assumptions about future mark schemes on the basis of one year’s document should be avoided; whilst the guiding principles of assessment remain constant, details will change, depending on the content of a particular examination paper. Further copies of this Mark Scheme are available from: aqa.org.uk Copyright © 2012 AQA and its licensors. All rights reserved. Copyright AQA retains the copyright on all its publications...
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...INTERVIEW 7 UNSTRUCTURED INTERVIEW 7 MULTIPLE INTERVIEWS 7 BEHAVIORAL INTERVIEW 8 SITUATIONAL INTERVIEW 8 SEMI-STRUCTURED INTERVIEW 9 PANEL INTERVIEW 10 DEPTH INTERVIEW 10 STRESS INTERVIEW 11 EXIT INTERVIEW. 11 PREPARATION FOR INTERVIEW 12 INTERVIEW SKILLS 13 REFERENCES 16 Abstract It is believed that every employee goes through an interview before employment. Therefore, an interview is indispensable as regard to recruitment. In other words, employees don’t just happen to be found working in an organization haphazardly. They have to be interviewed before they actually get employed. It sounds ridiculous to see some one being picked from a street and offered a job at a company by an employer without being interviewed. Every organization has objectives to achieve or goals to arrive at. Therefore, the organization needs qualified people to bring about tremendous success and development. How does a company come up with the right employees? Precisely, the right members of staff are sourced through the interview. There are several kinds of interviews. However, this paper will focus on a number of employment interviews. Different organizations use different types of employment interviews according to their choice. INTRODUCTION The interview has been the main means of assessing suitability of candidates for a job for a long time. Conventionally, all organizations use the interview at some stage in their selection process. Like wise, most applicants expect to be...
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...H1XK 34 – Recruitment, Selection and Induction Assessment task 1 Section 1 – Analysing job requirements 1. There a number of ways to define job analysis, however, to sum it up: it is the process of exploring and gathering information relating to a specific job. The analysis highlights the duties, responsibilities and the accountabilities of a job. The process of the analysis results in two sets of data: a job description and a job specification. The sole purpose for the job analysis - in relation to recruitment and selection - is to assist human resources in their search for potential future employees; it also helps in better continuity and planning in staffing for the organisation. Additionally, selecting a good candidate also requires a detailed job description as the objective of recruiting employees is to match the right candidate to the right job. There a number of ways for collecting job analysis data and two methods that Asda are most likely to use are: a questionnaire method and an observation method. The most commonly used job analysis method for any work place is to get their existing employees, superiors and managers to fill in questionnaires. This method must be framed differently for different grades of employees in order to gain reliable information. It should also be communicated to staff that all data collected will benefit them in the long run by providing the questionnaire with ‘true’ job-related data. If it is not completed properly, it will suffer...
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...C A R I B B E A N E X A M I N A T I O N S C O U N C I L REPORT ON CANDIDATES’ WORK IN THE CARIBBEAN SECONDARY EDUCATION CERTIFICATE® EXAMINATION MAY/JUNE 2013 RELIGIOUS EDUCATION GENERAL PROFICIENCY EXAMINATION Copyright © 2013 Caribbean Examinations Council St Michael, Barbados All rights reserved. -2GENERAL COMMENTS It is well worth remembering that the study of religion as an academic endeavour is intended to enable candidates to “develop an understanding of the meaning and purpose of life as advanced by different religious practices.” The academic enquiry into the phenomenon of religion must be differentiated from religious instruction, where the latter is intended to enable faith or proselytise individuals. Consequently, it must be made clear that persons engaging in the study of Religious Education should do so not merely for the promotion of their personal faith experience but should be willing to expand their knowledge and understanding of their own and different religions. Furthermore, it should be remembered that the study of religion is neither a pre-requisite nor requirement for specific training as a teacher or leader in the different religions presented in the syllabus. The examination for Religious Education for the Caribbean Secondary Education Certificate (CSEC) is grounded in these understandings and the candidates sitting the examination should be aware of the focus of this academic discipline. The CSEC Religious Education examination consists...
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...Employee performance can be developed through career development or talent management | December 9 2012 | Prepared for Jashim Uddin (JDN | | Contents 1.Introduction 4 2. Company Profile 5 3. Mission 6 4. Vision 6 5. Literature Review: 7 6. Research Question: 9 7. Research Methodology: 9 8. Research Findings and Analysis: 14 9. Further Development of Talent Management: 25 10. Talent Management in Developed & Developing Countries: 26 11. Conclusion: 27 12. References: 27 ACKNOWLEDGEMENTS We are over whelmed in all humbleness and gratefulness to acknowledge our debt to all those who have helped us to move these ideas well above the level of simplicity and into something concrete. We are very thankful to our honorable faculty member Jasim Uddin (Jdn) for his valuable help. He was always there to show us the right track when we needed her help. It is with the help of his valuable suggestions, guidance and encouragement, that we were able to perform this project work. Along with our faculty member, I would also like to thanks the employees and managers of Grameen Phone IT for providing us valuable Information about the organization. Without them, our project work never would have been completed. I would also like to thank our group members, whose help, support and time gave us support when we were in critical situation. Members of the group Chowdhury Tazrian Ishrat 1110256030 Samira Rahman 1111272030 Navid Redwan Khan 1110516030 ...
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...Management accounting, Governmental accounting, and internal auditing are the primary fields with many sub-fields that can be entered into. Accounting, of all types, is a constant demand field. A brief search with the term “accountant” yielded over 500 results on USAJobs.gov alone. Two of the accounting fields that interest me most are Forensic Accounting, and Tax Accounting. These two areas appear to be the most involved and ever changing areas in accounting. A Tax accountant is accountable for the collection of tax-related information, reporting to taxation authorities at the federal, state, county, and local levels in a timely manner, and advising management on the tax impact of various corporate strategies. And a Forensic Accounting is the examination of financial records that will lead to or result from litigation. The results of a forensic accounting investigation can be used as evidence in court, and so are usually heavily documented. With the ever-changing US tax code and the increased scrutiny that business is beginning to face, due to things like the Sarbanes-Oxley Act, these two areas can be the difference between jail and smooth operation. Forensic Accounting is a field that I researched more in-depth. The academic skills necessary for a career in forensic accounting are similar to any other accounting job. One would need a degree in accounting, a CPA, and often need to be a Certified Fraud Examiner. With the high earning potential of this field, many organizations look for...
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...MBA – II WINTER 2011 COURSE: HUMAN RESOURCE MANAGEMENT (MGT 604) INSTRUCTOR: PROF. F. A. FAREEDY TEACHING ASSOCIATE: HAADIAH QAISER SYLLABUS 1. Case Study Method: How to prepare and present a case analysis. Why to do case studies? Traditional/Lecture approach versus the Case Method, Oral Presentations and Preparing a Written Case Analysis. Constructing Visual Aids and Answering Questions. 2. Introduction to Human Resource Management: Human Resource Management at Work. The changing environment and role of HRM. The Human Resource Managers’ Proficiencies. 3. Strategic Human Resource Management: The HR Scorecard: The Strategic Management Process. Human Resource Management’s Role in Creating Competitive Advantage. Human Resource Management’s Strategic Roles. Creating the Strategic HRM System. 4. A Review of concepts in Organizational Behavior: Motivation. Communication. Leadership. Management and corporate culture. 5. Recruitment and Placement: Job Analysis. Job Specification. Job Description. Human Resource Planning and Recruiting. Planning and Forecasting. Recruiting a more Diverse Workforce. 6. Employee Testing and Selection: Interviewing Candidates. Designing and conducting an effective interview. Structured and Unstructured Interviews. 7. Training and Development: Training and Developing Employees. Management Development systems and programs. 8. Performance Management and Appraisal: Appraising Performance; Problems and Solutions. Managing...
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...both the Board members and the federal ministers, to whom they report. The following alternatives were identified for consideration: 1. Invest in renovations in order to proceed with the Bitumen Shipping Project. 2. Divest the Cruise Ship Terminal. 3. Operate a Passenger Ferry. Additionally, the following minor alternatives were identified: 1. Allow a local entrepreneur to build a reception centre in the cruise ship terminal and pay a royalty of 8% of revenue to CLPA. 2. Build a fitness facility in order to reduce sick time. As Kyle Wast, CMA, prepare a report for CLPA’s executive team advising them on the opportunities discussed and addressing any other organizational issues and concerns requiring their attention. Include details of your analysis, support for your recommendations, an action plan to implement those recommendations, and a financial forecast. In undertaking this task, you will need to take into consideration your background knowledge of the organization and industry as well as the additional information provided herein. CICA and CMA Canada joined together January 1, 2013, to create CPA Canada as the national organization to support unification of the Canadian accounting...
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...1. Introduction: The recruitment and selection processes of an organization are two of its most important HR planning activities. The basic purpose of recruiting is to ensure a sufficient pool of applicants from which the most qualified individuals may be selected. Effective recruiting is important because sufficient number of qualified applicants is needed to ensure that selection can be successfully accomplished. 1.1 Origin of the Report: This report is a requirement of the internship program which is an important part of the MBA degree requirement. As the supervisor has advised me to develop a thorough understanding of the recruitment and selection processes of Prime Bank Limited (PBL), this report will be prepared on those aspects of the HR practices of PBL. 1.2 Objectives of the Study: The objectives of this study will be: * To evaluate the current recruitment and selection policy and process of Prime Bank Limited. * To find out the weaknesses of the current policy. * To suggest improvements to the policy. 1.3 Methodology: In the preparation of this report, data has been collected from both primary and secondary sources. In-depth interviews of some of the employees of the HR Division of Prime Bank Limited have been conducted to gather necessary information. Also, the Recruitment and Selection Policy of PBL has been consulted in preparing this report. Moreover, text books, the internet, the annual report of Prime Bank Limited etc. have been used to collect...
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...Vladimir IELTS preparation and practice: Reading and writing Oxford : Oxford Univeristy Press, 2006 LLB 428 CAM* IELTS with answer 2: (1b+2c) Cambridge : Cambridge Univerity Press, 2003 Summary: It containes: four complete tests for Academic candidates ENG Exams – IELTS * Catt, Carolyn Language Passport, Preparing students for the IELTS interview New Zealand : Addison Wesley Longman, 1966 ENG Exams – IELTS * IELTS with answer 1: (1b+2c) Cambridge : Cambridge Univerity Press, 2003 Summary: It containes: four complete tests for Academic candidates 428 JAK* Jakeman, Vanessa IELTS Practice Tests Plus London : Longman, 2001 LLB 428 SAH* Sahanaya, Wendy IELTS preparation and practice Oxford : Oxford Univeristy Press, 2006 ENG Exams – IELTS * Deakin, Greg Practice tests for IELTS Melbourne : Indonesia Australia Language Foundation, 1996 LLB 428 SAH Sahanaya, Wendy IELTS. Preparation and Practice. Reading and Writing . Academic Module Oxford : Oxford University Press, 2001 LLB 428 SAH Sahanaya, Wendy IELTS Preparation and Practice. Listening and Speaking Oxford University Press Melbourne, 2001 ENG Exams - IELTS CAM* IELTS with answer 3: (1b+2c) Cambridge : Cambridge Univerity Press, 2003 Summary: It containes: four complete tests for Academic candidates LLB 428 SAH* Sahanaya, Wendy IELTS preparation and practice: Listening and Speaking (1b+2c) Oxford : Oxford Univeristy Press, 2006 LLB 428 JAK* Jakeman, Vanessa Inside into IELTS extra with answers Cambridge : Cambridge University Press, 2003...
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...Introduction To Human Resource Management ↓ Every business unit needs human resource (manpower) for the conduct of different business activities. In fact, no organisation can exist or operate efficiently without the support of human resource. Such human resource includes top level managers, executives, supervisors and other subordinate / lower level staff / employees. A business organisation has to estimate its future manpower needs and adjust its manpower planning and development programmes accordingly. This is called 'staffing' function of management. Human resource management is also described as personnel management or manpower management. According to Edwin Flippo, "Personnel Management is the planning, organising, directing and controlling of the procurement, development, compensation, integration and maintenance of people for the purpose of contributing to organizational, individual and social goals". Various areas such as recruitment and selection, wage payment and industrial relations are covered under human resource management. Meaning of Human Resource ↓ In an industrial unit, large number of persons are employed in order to conduct various operations and activities. This is treated as human resource or manpower employed. A business unit needs material resources as well as human resource for the conduct of various activities. Of all the "M"s in management (such as Materials, Machines, Methods and Money) the most important "M" stands for Men i.e., manpower...
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...Supply Chain Management Association No part of this material in this manual may be reproduced without the prior written consent of the Supply Chain Management Association. 777 Bay Street, Suite 2701, P.O. Box 112, Toronto, Ontario M5G 2C8 Tel: (416) 977-7111 Fax: (416) 977-8886 Web Site: www.scmanational.ca. Use of this material is restricted to SCMA and its Provincial/Territorial Institutes for the express purpose of delivering the Supply Chain Management Designation Program. No other use is authorized, expressed, or implied. This material must be used in its entirety. © Supply Chain Management Association Supply Chain Management Professional Designation Program Module Three Logistics and Transportation Information and Overview .................................................................................................... IO – 1 General Information ........................................................................................................ IO – 2 Module Overview ........................................................................................................... IO – 4 Module Readings ............................................................................................................ IO – 7 Session and Reading Summary ....................................................................................... IO – 9 Candidate Evaluation ..................................................................................................
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