...Martian Ranch will be hiring employees starting in spring 2011. An immediate area of focus is on the biodynamic aspect of the winery and vineyard. The winery and vineyard is located in the Santa Ynez Valley. At this current time, there are only a few competitors in biodynamic field in this region. There is a competitive advantage with this and should be capitalized. Knowledge training for new employees will be imperative. The organization will be certified in biodynamics so adherence to rules and applications is crucial. The owner and CEO of Martian Ranch has asked for a training program to be created so that it can be implemented spring of 2011. Identifying the needs of the organization will consist of organizational, person and task analysis. Methods used to collect data will be questionnaires, benchmarking and focus groups. Since Martian Ranch and Vineyard is in the beginning-to-middle stages of development, training needs should focus on Internal Growth Strategy with concentration on: new markets, product development, innovation, niche marketing, vendors and obtaining market share. Organizational Analysis Martian Ranch and Vineyard’s Business Strategy is to create the best quality distinctive wine through passion, gentle dedication and appreciation for the earth, the vineyard, the vine and the wine. Determining a need for training and education was first to be considered and a questionnaire was prepared to help...
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...Complete a job requirements job analysis on a position with which you are familiar. See Exhibit 4.3, page 158 for an example of the job requirements matrix. Focus on the specifics tasks of the job and the associated KSAOs that lead to success in meeting the tasks. Complete answers showing detail both in the tasks and the KSAOs (type, proficiency, etc). This assignment is worth 10 points. May 4, 2015 Job Analysis Matrix: Commercial Lines Underwriter Job Summary The commercial lines underwriter is responsible for underwriting and maintaining the organization’s business, residential, and religious organization policies. They determine acceptance, rejection, coverage, acceptability, and coverage changes. Their analysis is based upon risk, guidelines, and other criteria. Specific Tasks 1. Evaluates compliance with established policies by determining if an applicant is eligible for insurance coverage. A. Task Dimension: Analysis KSAOs | Importance to Tasks (1-5 Rating) | 1. Knowledge of underwriting operations. | 4.9 | 2. Knowledge of underwriting and state-specific practices. | 4.1 | 3. Ability to match policy rating with office guidelines. | 4.0 | 4. Ability to read and interpret laws and guidelines. | 5.0 | 5. Skill in determining acceptable and non-acceptable risks. | 5.0 | 6. Ability to interpret and implement loss-control guidelines. | 4.4 | 2. Supports underwriting practices for enterprise locations by formulating policies for the underwriting...
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... Which four of these 25 elements make up approximately 96% of living matter? A) carbon, sodium, chlorine, nitrogen B) carbon, sulfur, phosphorus, hydrogen C) oxygen, hydrogen, calcium, sodium D) carbon, hydrogen, nitrogen, oxygen E) carbon, oxygen, sulfur, calcium Answer: D Topic: Concept 2.1 Skill: Knowledge/Comprehension 2) Trace elements are those required by an organism in only minute quantities. Which of the following is a trace element that is required by humans and other vertebrates? A) nitrogen B) calcium C) iodine D) sodium E) phosphorus Answer: C Topic: Concept 2.1 Skill: Knowledge/Comprehension 3) Three or four of the following statements are true and correct. Which one, if any, is false? If all the statements are true, choose answer E. A) Carbon, hydrogen, oxygen, and nitrogen make up approximately 96% of living matter. B) The trace element iodine is required only in very small quantities by vertebrates. C) Virtually all organisms require the same elements in the same quantities. D) Iron is an example of an element needed by all organisms. E) All of the other statements are true and correct. Answer: C Topic: Concept 2.1 Skill: Knowledge/Comprehension 4) Which of the following statements is false? A) Atoms of the various elements differ in their number of subatomic particles. B) All atoms of a particular element have the same number of protons in their nuclei. C) The neutrons and protons present in the nucleus of an atom are almost identical in mass; each has a mass ...
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...Individual Assignment: Job analysis M Pxxxx Student Number: XXXXXXX Employment ORGB 424 CHERIF ATALLAH Individual Assignment: Job analysis M Pxxx Student Number: Employment ORGB 424 CHERIF ATALLAH 08 Fall 08 Fall Contents: 1. Introduction……………………………………………………………. 3 2. Job Analysis………………………………………………………………4 3. Inventory of job duties and tasks………………………………..7 4. Analyzing the knowledge, skills and abilities.……………..11 5. Critical tasks……………………………………………………………..17 6. Selection plan……………………………………………………………19 7. Internal and external recruitment..…………………………….21 8. Critical dimensions #1……………………………………………….23 9. Critical dimensions #2……………………………………………….25 10.Conclusion………………………………………………………………...28 11. Appendix #1……………………………………………………………..29 12. References……………………………………………………………......30 Introduction The principle use of this assignment is to correlate the theories behind the staffing model and techniques. Before deciding the job requirements and specifications for hire, a manager must determine what are the tasks and duties necessary to accomplish the job efficiently. A job analysis must be done periodically due the introduction of new technologies; tasks will change and need to be adapted. Job Analysis There are three (3) key points that have to be taken into consideration when performing a job analysis. (Milkovich, Newman & al 156) 1. There is no signal method to proceed with the analysis but a range of technique...
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...STUDENT NAME STUDENT NUMBER 1. AGBOOLA ABIOLA 4684941 2. ATEYATALLA AL KHALIFA 4699786 3. AYODELE LAWAL 4711245 4. MAHDI IYAMLOULI 4694648 5. MAICHIBI BAKO BLESSING 4754992 6. MOHAMED OBAID BIN TAMIM 4784650 7. CONTENTS Executive Summary………………………..…………… Pg 1 Introduction………………………………..…………...... Pg 3 Job and Task Analysis……………….…….………….. Pg 4 Job and Person Description…………………….….…. Pg 4 Job Advertisement…………………………………..….. Pg 7 Candidate Selection………….…………………….…... Pg 9 Maximizing Candidate Success………….…………… Pg 11 Conclusion……………………………………………..… Pg 15 References…………………………………………..…... Pg 16 Appendix………………………………….…………….... Pg 18 Executive Summary The quest is on for the replacement of Mrs. McBaine, Twinkletoes Early Childhood Centre’s Director for the past 14 years. She has manifested her intention to migrate to another country, thus leaving her post vacant. This paper analyzes her Director position and presents a recruitment process adapted from Pilbeam & Corbridge (2006). Upon learning of the director’s job description and required qualifications of candidates interested in taking over her position, a job advertisement is created to attract qualified candidates...
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...enhance knowledge of developing a comprehensive personal and professional development strategies where summarized as below. Chapter 01 Steps of Developing Professional Development Plan and CV Chapter 02 Evaluation on Professional Development Plan Chapter 03 Highlighted on 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...
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... Today companies are taking training seriously due to the deeply held value that successful companies are the ones that take the training of their people seriously. Continuous improvement in process has meant that new technologies are being used and so people need the skills to operate these. Again skills are getting outdated very quickly because requirements are getting stringent and changing by the day. Organizations are facing fierce competition, which is accelerating the pace of change. Flatter organization structures coupled with technology help people to take on more work and greater spans of control. This structure can only be effective if the workforce is highly motivated, trained and educated. Alignment Training must be aligned with a company’s business direction and values. Training philosophy Expresses the degree of importance the company attaches to training. Training philosophy should be based on: 1) Strategic approach to training Takes a long-term view of what skills, knowledge and level of competence employees need. 2) Relevant 3) Problem – based 4) Action – action oriented 5) Continuous development Missions The training philosophy should be guided by the mission of the organization The mission should be communicated to all Example of a Training Department’s mission: “To provide sales and customer care training for all sales representatives who...
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...Systems Analysis and Design System Definition What is a system? A system is an interrelated set of components that function together to achieve an outcome. It consists of three major components: • Input • Processing • Output It consists of the following elements: • Purpose • Subsystems • Environment • Boundary • Connections • Control Mechanisms Introduction to Information Systems * Property of STI Page 1 of 13 1 _________________ ___________________ ___________________ ___________________ ___________________ ___________________ ___________________ ___________________ ___________________ ___________________ ___________________ ___________________ 2 _________________ ___________________ ___________________ ___________________ ___________________ ___________________ ___________________ ___________________ ___________________ ___________________ ___________________ ___________________ Systems Analysis and Design Information Systems Components Work practice Information People Information technology Reasons for the need of an information system growing size of the organization and the number of competitors growing ability of computers to process large amount of data with great speed dramatic increase in volumes of data generated advances in communication technologies to permit faster data transmission increase in pace of business transactions much more sophisticated technology today Introduction...
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...telecommunications equipment constituted more than half of all capital investment in the United States in 2013. Answer: TRUE Diff: 2 Page Ref: 5 AACSB: Information technology CASE: Comprehension Learning Objective: 1 - How are information systems transforming business, and what is their relationship to globalization? 2) A business model describes how a company produces, delivers, and sells a product or service to create wealth. Answer: TRUE Diff: 1 Page Ref: 11 AACSB: Application of knowledge CASE: Comprehension Learning Objective: 2 - Why are information systems so essential for running and managing a business today? 3) Information systems consists of all the hardware and software that a firm needs to use in order to achieve its business objectives. Answer: FALSE Diff: 2 Page Ref: 13 AACSB: Information technology CASE: Comprehension Learning Objective: 3 - What exactly is an information system? How does it work? What are its people, organizational, and technology components? 4) An extranet is a private intranet extended to authorized users outside the organization. Answer: TRUE Diff: 1 Page Ref: 17 AACSB: Information technology CASE: Comprehension Learning Objective: 3 - What exactly is an information system? How does it work? What are its people, organizational, and technology components? 5) Information systems literacy describes the behavioral approach to information systems, while computer literacy describes the technical approach. Answer: FALSE Diff:...
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...------------------------------------------------- Table of Contents No. | Content | Page no. | 1 | Introduction | 3 | 2 | Concept and Meaning | 4 | 3 | Job Analysis | 4 | 4 | Types of Selection Tests | 6 | 5 | Selection Tests | 7 | 6 | Advantages and Disadvantages | 12 | 7 | Summary and Conclusions | 14 | Introduction` Organizations today compete fiercely in the war for recruiting and hiring the best talent available in the market, investing enormous amount of money, time and other resources in advertising and recruiting strategies. Organisations recognize that one of the most important resources - if not the most important - is human resources. Organisations use several ways, methods and tools to select and hire human resources. But it is now a proven fact that organisations using scientifically proven assessment tools to make selection decisions, show significant increase in productivity, increased cost savings and decrease in attrition and other critical organizational problems. Most organizations use what is commonly known in Management circles as a funneling approach to selection, where more informal tools and procedures are used initially to reduce the pool of candidates to a manageable number of individuals who are then be put through a more extensive assessment process. Common initial screening devices include resumes, application blanks and reference checks, which...
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...BUSINESS SCHOOL Unit of Study Outline Unit Code QBUS5001 Unit Title Quantitative Methods for Business Semester 2, 2013 Pre-requisite Units: None Co-requisite Units: None Prohibited Units: ECMT5001, QBUS5002 Assumed Knowledge and/or Skills: Basic calculus, basic concept of probability and statistics Unit Coordinator: Dr Boris Choy Address: Room 482, Merewether Building(H04), The University of Sydney NSW 2006 Email: boris.choy@sydney.edu.au Phone: 0293512787 Consultation Hours: Mondays 2pm-3pm at Room 482, H04 Class Day(s): Thursdays 6pm-9pm at Merewether Lecture Room 5, H04 Required Text / Resources: 1. Textbook: Selvanathan E.A., Selvanathan, S & Keller, G. (2011) Business Statistics, Australia & New Zealand 5th Edition. CENGAGE Learning. www.cengage.com.au/selvanathan5e 2. Online resources: Blackboard and Aplia 3. Software: MS Excel with Data Analysis Plus add-in This Guide to Unit Learning Content and Assessment MUST be read in conjunction with the Business School Student Administration Manual for information about all processes (sydney.edu.au/business/currentstudents/student_information/student_administration_manual) and the Business School unit of study common policy and implementation information that apply to every unit of study offered by the Business School (http://sydney.edu.au/business/currentstudents/policy). In determining applications and appeals relating to these matters it will be assumed that every student has taken the time to familiarise themselves...
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... | | Memo To: InterClean Management From: Students 1 CC: HR Manager Date: April 22, 2010 Re: New Sales Team – Job Analysis and Selection To help with our company’s new direction of selling full -service cleaning solutions, I have been asked to select a new sales team from the combined employees of Interclean and EnviroTech. To accomplish this task, I needed to develop a new job analysis for the sales team, consider a workforce planning system, identify a selection method, and select the team members by using the job analysis and the selection method. This memo explains this process. Nice intro Job Analysis You may think that I should just select the appropriate employees without doing a job analysis. I contend that job analysis not only helps define a job, it gives our company a competitive advantage because we will understand the type of employees our company needs to accomplish our new sales initiative (Siddique, 2004, p. 219). Good I think we can all agree that giving our company a competitive advantage is worthwhile. A job analysis consists of a job description that lists the task requirements and a job specification that lists the worker requirements (Cascio, 2005, p. 158). Task requirements are the tasks or functions that will need to be done on the job. Worker...
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...debbie@hku.hk kurteec@hku.hk gsmleung@hku.hk kichan@socwork.hku.hk 3. Required Pre-requisites (if any): __________NIL________________________ 4. Course Description (should be the same as the syllabus; so please just copy from the syllabus of your program that is available at the Department Website) Social work practice is carried out through interactions between social workers and individuals, families, organizations and society. Social workers are inevitably shaped by their own experiences, beliefs, upbringing and culture, which might affect their interactions with these systems. This course encourages the students to start the reflective journey in visiting issues of self in relation to the perceived identity, intimacy, loss, family, and society. Through reflective exercises, discussions, and assigned readings, the students will develop a deeper understanding of their values, philosophy of life and behaviors, and how these in turn impact social work practice. The course adopts an active-learning and experiential approach. Assessment: 100% coursework. 5. Course Objectives: 1. To increase the reflexivity of the students 2. To enhance the development of self-understanding of the students in relation to their physical sensitivity, perspectives towards intimacy and loss, choices in life, and the value orientation towards broader social issues. 3. 4. To facilitate the students in examining the influences of their...
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...General Management Case Study No: 1. Analysis of the Case : A. Facts and figures of the Case study: Name of the Company: Rastriya Ispat Nigam Ltd. (RINL) Place : Vizag, a quiet and calm city. Industry : Steel Mission: To be a continuously growing company producing steel of international standards as well as through strategic diversification of products and services with concern of customers. Objectives : 1. Achieve 3 Mtpa of liquid steel. 2. Maximize profit and cost reduction. 3. Build corporate image of quality steel producer and ensure customer satisfaction. 4. Ensure presence in export market with flexible export strategy. 5. Develop a well trained, motivated and talented workforce export strategy. 6. Efforts towards conservation of environment. Data Available: 1. Executive employees ~2500 and other employees 15000. 2. Population of the place 15lakhs 3. Currently running under loss. 4. High capital investment of 10KCr with high interest burden 5. Change in CMD (Leadership). 6. Acting CMD is also retiring. 7. Depth of the knowledge is missing is the feeling of union leader. B. Key Issues 1. Poor leadership 2. Depth of the knowledge is poor. 3. Planning is poor in link with objectives of the organization. 4. Poor decision making from CMD. C. Alternate Course of Actions : Planning : 1. Training needs analysis for all the executive employees. 2...
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...“Activities designed to provide learners with the knowledge and skills needed for their present jobs.” Training, therefore, is job specific and is concerned with the day to day performance improvement of the employee. Teaching a new employee hired for the R&D department the use of design software training or teaching a plant worker the operation of a machine constitutes training. Training is also project related. Suppose a new project has arrived at an organization and very few people possess the technical know-how to execute the project. They are then entrusted with the task of spreading the knowledge of the skills required and ensuring that the right people know the right things required to execute the project. This constitutes training. A newly promoted employee needs training to be able to fit into his/her new role and perform as expected. A technically competent designer may have been promoted to a managerial or executive job on request or due to exceptional performance. He may not be comfortable with the use of for example, MS Office. He will then require training for the same. Development is defined as “Learning that goes beyond today’s job and has a more long-term focus.” It prepares every employee to keep pace with the organization’s pace of growth. In today’s world, where customer focus and changing customer needs are the key drivers for growth, development plays a pivotal role. It looks towards enhancing or adapting the skills of an individual to the changing dynamics...
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