...MSTM 4010 | Technology Assessment Plan | Version 1.0 – 6/25/2016 | Submitted by: | Gale Gillingham | June 26, 2016 | Submitted to: | Mr. Wes Smith | | Version History Version # | Implemented By | Revision Date | Approved By | Approval Date | Reason | 1.0 | GG | 06/16/2016 | WS | 06/25/2016 | Initial version | | | | | | | | | | | | | | | | | | | Table of Contents 1 | Executive Summary……………………………………………………………………… | 3 | 2 | Scope……...……………………………………………………………………………… | 5 | 3 | Technology Description and Alternatives……..……………………………………….... | 6 | 4 | Ancillaries……………...………………………………………………………………… | 7 | 5 | Human Resources………………………………………………………………………... | 8 | 6 | Schedule and Tasks………………………………………………………………………. | 8 | | 6.1 Milestones……………………………………………………………………….. | 9 | | 6.2 Project Timeline…………………………………………………………………. | 10 | 7 | Cost………………………………………………………………………………………. | 11 | 8 | Risk Assessment…………………………………………………………………………. | 12 | 9 | Appendix A: References…………………………………………………………………. | 14 | 10 | Appendix B: Key Terms…………………………………………………………………. | 15 | 11 | Appendix C: Detailed Tasks and Schedule……………………………………………… | 16 | 12 | Appendix D: Risk Matrix and Impact Definitions………………………………………. | 17 | 13 | Appendix E: Technology Assessment Approval………………………………………… | 19 | 14 | Appendix F: Technology Assessment Results Form…………………………………….. | 20 | 1. EXECUTIVE SUMMARY This report was developed to provide...
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...es | Assessor Name: | | Result | Individual Assessments result | Assessment 1 | S NS | Final Result | C | | | Assessment 2 | S NS | | | | | Assessment 3 | S NS | | NC | Assessor Signature | | Date | | Feedback to Student | | I have received the Assessment Feedback on _________________________(Date) | Students Signature | | Assessor Signature | | Date | | Result to Wisenet by: | | Date | | Assessment Task 1: Human resources lifecycle test Submission details Student’s Name | | Assessor’s Name | | Performance objective Students will be able to identify the key phases of the ‘human resources lifecycle’, and the place of recruitment and selection in that process. Assessment description For this Assessment Task, you are required to complete the questions below that have been provided by the assessor. Procedure 1. Complete the written test. Specifications Assessors will be looking for a minimum of three HR activities for each of the five stages of the lifecycle. You are required to complete a written questionnaire, demonstrating your understanding of the HR lifecycle. Lifecycle test Part A – Complete the diagram Complete the following diagram of the HR lifecycle. Identify the human resource activities (three at a minimum) for each stage. Highlight the functions for the recruit, select and induct stages. Stage 1: (three activities at a minimum) | 1 | 2 | 3 | Stage 2: (three activities at a...
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...importance of the psychological contract in achieving positive HR outcomes and the significance of issues of power. It then goes on to consider various legal issues, forms of discrimination and recent requirements on data protection and human rights. The role of recruitment in managing diversity is considered. Recruitment is seen as an attraction process subject to variations in labour market conditions and variation of interests. The importance of a strategic view is considered to align performance requirement with roles specified in terms of skills and attitudes – often expressed as competences. e-Recruitment is also considered. Coverage of various selection methods is provided, based on a consideration of reliablity and validity issues. Chapter objectives After studying this chapter, you should be able to: □ Understand the place of recruitment and selection as a stage in the formation of the employment relationship. □ Understand the key legal requirements relating to recruitment and selection □ Explain the nature of attraction in recruitment □ Explain the effectiveness of the selection interview □ Understand the value of psychometric testing CHAPTER OUTLINE Introduction Recruitment followed by selection are vital stages in the formation of the expectations that form the psychological contract between employer and employees. There are power considerations to bear in mind based on labour...
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...HR Management Chapter 1: Changing Nature of HR Management HR Management: policies, practices and systems that influence an employee’s behavior, attitude, and performance in the attainment of organizational goals HR Activities Strategic HR Management: linking HR function with strategic objectives of the organization in order to improve performance. • Measure HR effectiveness • HR metrics • HR technology (HRMSs) • HR planning Equal Employment Opportunity Compliance with laws Diversity of multicultural and global workforce Employment equity legislation Staffing Job analysis Job description/job specification Selection process Talent Management and Development Orientation Training Career Planning Performance Management Total Rewards Compensation (pay, incentives, benefits) Variable pay programs Health Safety, Security EAPs (Employee Assistance Programs) Health promotion Workplace Security Employee and Labour Relations Employee rights Policies and Procedures Union/Management relations Every manager in an organization does HR functions. Small company: less than 100 employees - shortages of qualified workers, increasing costs, increased wage pressures, increasing competition Medium sized companies: 100 to 500 employees HR Managers work with Operating Managers Management of Human Capital Physical Financial Intangibile Human Human capital/Intellectual capital: collective value of the capabilities...
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...BTEC Level 3 -90 credits Diploma in business Unit13. Recruitment and Selection in Business Level 3 10 Credits Abdulkadir Shire Note: If the assignment brief has mentioned a specific organisation the learner may still choose any other organisation of his/her choice to answer the tasks ASSINMENT BRIEF BAILEY BUS & COACH COMPANY You work as an administrative officer in the Human Resources department of Bailey Bus & Coach Company, a large, family-owned company located in your town. The Human Resources Manager is Ahmed Fawzi and you report directly to him. The company has expanded a great deal in the past 12 months, mainly because of the acquisition of new contracts and the expansion of the coach tours into Europe. A development project is also ongoing which is investigating the feasibility of starting a new taxi or private hire vehicle business in the near future. This expansion in the business has increased the workload on the administrators. There are more drivers, more bus routes, and an increase in tours which have all led to more customers, more enquiries and a greater volume of incoming telephone calls and paperwork. The current senior administrative officer working in the General Office, Frances Duggan is struggling to hold things together and it has been decided to create a new post of Office Manager. Ahmed has asked you to help him with recruiting the new Office Manager and he will send you an email detailing...
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...------------------------------------------------- Lecture Program for the Unit of Study; * ------------------------------------------------- Tutorial Programs and Questions; * ------------------------------------------------- Past Examination Papers; and * ------------------------------------------------- Other essential data regarding the Unit of Study. Manual and Tutorial Program compiled by Darren Parker (College of Law and Justice) VICTORIA LAW SCHOOL College of Law and Justice Unit Coordinator – Robert Alvarez Robert.Alvarez@vu.edu.au TABLE OF CONTENTS ------------------------------------------------- ITEM DESCRIPTION PAGE/S NUMBER 1. Table of Contents 2 2. Introduction 3 3. Assessment 4 4. Assignment instructions 4 -17 5. Assignment Topics for 2014 18-21 6. Tutorial attendance and Participation 22 7. Final Examination 22 8. Unit of Study Content 23 9. Teaching Method 24 10. Texts and References 24-25 11. Plagiarism 25 12. Student Support programs 25-26 13. The Internet as a Research Tool 26 14. Lecture Guide 28-29 15. Tutorial Programs...
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...………………………………………………………………………………………………………....….3 Inputs ……………………………………………………………………………………………………….……......4 Assumptions & External Factors ……………………………………………………………………..…...5 Objectives, Activities & Deliverables …………………………………………………………………………..…...5 Overall Objective ……………………………………………………………………………………………..….5 Short Term Objectives …………………………………………………………………………………….…..5 Midterm Objectives ………………………………………………………………………………………….…6 Deliverables …………………………………………………………………......................................................6 Outputs ……………………………………………………………………………………………………………….…….…..6 Stakeholders ………………………………………………………………………………………………...…….6 Activities …….…………………………………………………………………………………………….………...7 Evaluation Plan ……………………………………………………………………………………………………..……....8 Appendix A: Logic Model ………………..………………………………………………………………….…………...9 Appendix B: References……………………………………………………………………………………………...…10 Introduction & Background Purpose: This purpose of this project is to identify, assess and implement strategies in order to prevent potential workplace hazards from occurring at the North Alberta Pediatric Sleep Clinic situated within the Stollery Children’s Hospital in Edmonton, AB by completing a Hazard Identification, Assessment and Control (HIAC) worksheet. The overall project is outlined in a Logic Model (Appendix A). Overview of Clinic: The North Alberta Pediatric Sleep Clinic, also referred to as the “Sleep Lab”, is an outpatient clinic which cares for children aged 0-18 with sleep disorders. Examples of...
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...Unit 13: Unit code: QCF Level 3: Credit value: Recruitment and Selection in Business A/502/5434 BTEC National 10 Guided learning hours: 60 Aim and purpose The aim of this unit is to introduce learners to recruitment and the importance of ensuring that the best people are selected to work in organisations. Learners will study selection and recruitment techniques and will set up, and take part in, a selection interview. Unit introduction Recruiting the right people is the key to the success of many organisations. These organisations ensure that the processes and procedures involved in recruitment and selection meet their needs and are legal. In this unit, learners will develop an understanding of the impact of the regulatory framework on the recruitment process. Potential applicants may decide to apply for a post based on the quality of information that they receive. Details of the post will usually be the first communication they have with the organisation. It is important that the organisation makes a good first impression on potential applicants to ensure that they attract sufficient applicants of the right calibre. Learners will develop their knowledge of the types of documentation used in an interview process. A structured and planned selection procedure is crucial to the success of the selection process. The impression a business makes may determine an applicant’s decision to accept an offer of appointment. Staff conducting the interview will also be forming their impressions...
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...Assessment Tasks Assessor Guide BSBRSK501A: Manage risk Copyright ownership: United Business Services (Aust) Pty Ltd. This book is copyright protected under the Berne Convention. All rights reserved. No reproduction without permission. This book is protected by copyright and may not be reproduced or copied either in part or in whole nor used for financial gain without the express approval in writing of the owner (United Business Services (Aust) Pty Ltd) of the copyright. United Business Services (Aust) Pty Ltd 50 Cupania Street Algester Qld 4115 Ph: (07) 3276 0549 Email: info@ubsconsultants.com.au Web: www.ubsconsultants.com.au BSBRSK501A: Manage risk Assessment Tasks: Assessor Guide Assessment Documentation This Assessor Guide is designed to provide standardised documentation and assessment procedure for the assessment processes conducted by this RTO. The assessment tools that are used by you (the assessor) will result in evidence being generated by the student targeting this unit of competency. The evidence is kept by the RTO and is required for audit purposes. The following table summarises the types of evidence students can generate as proof of competence. The table contains information based on the AQF (Australian Qualifications Framework) Level for the unit BSBRSK501A: Manage risk. Sample assessment tools have been suggested as a means of assisting students in generating the appropriate form of evidence for this unit. AQF Level Distinguishing Features (Source: AQF...
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...[pic] Diploma of Business BSB50207 |Course Code & Title: |BSB50207 Diploma of Business | |Unit Code & Title: |BSBADM502B: Manage meetings | |Assessments Type |Knowledge Test | |Assessment No: |Two | |Delivery and Assessment Mode(s) |Classroom | |Term |One | |Unit Duration |Three Weeks | Assessment 2-Knowledge Test BSBADM502B: Manage meetings BSB50207 Diploma of Business Version 2.0 Australis Institute of Technology and Education ABN 17 120 701 911 Address Level 2, 25 George St, Parramatta, NSW 2150 AUSTRALIA P +61 2 9633 1222 F +61 2 9633 1888 E info@australisinstitute.nsw.edu.au W www.australisinstitute.nsw.edu.au RTO Name: Australis Institute of Technology and Education National...
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...Development 6 Compensation 7 / Safety and Health 7 Employee and Labor Relations 7 Human Resource Research 8 Interrelationships of HRM Functions 8 Dynamic Human Resource Management Environment 8 Legal Considerations 8 Labor Market 9 Society 9 Unions 10 Shareholders 10 Competition 10 Customers 10 Technology 10 Economy 11 Unanticipated Events 11 How Human Resource Management Is Practiced in the Real World 11 HR's Changing Strategic Role: Who Performs the Human Resource Management Tasks? 11 Human Resource Manager 12 HR Outsourcing 12 HR Shared Service Centers 13 Professional Employer Organizations (Employee Leasing) 13 Line Managers 14 HR as a Strategic Partner 14 A Strategic HR Example 16 A Strategic HR Audit 16 Human Capital Metrics 17 Human Resource Designations 18 Evolution of Human Resource Management: Moving into Strategic HR 18 Evolving HR Organizations 19 Scope of This Book 20 • A Global Perspective: Cultural Differences in Global HR 22 SUMMARY 23 KEY TERMS 24 QUESTIONS FOR REVIEW 24 HRM INCIDENT 1: HR AFTER A DISASTER 24 HRM INCIDENT 2: DOWNSIZING 25 NOTES 25 PART TWO: ETHICAL, SOCIAL, AND LEGAL CONSIDERATIONS 28 Business Ethics and Corporate Social Responsibility 29...
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...July 2016 | Reviewed By: | | Authorised By: | | CHANGE HISTORY Version | Issue Date | Author | Reason for Change | 0.1 | 20.05 | ABCELLO | Original Document | | | | | | | | | | | | | | | | | | | | | | | | | DISTRIBUTION LIST Copy No | Name | Location | 1. | Master | Project Office | 2. | <Project Manager> | | 3. | <Project Sponsor> | | 4. | <Executive Sponsor> | | 5. | | | | | | | | | | | | | | | CONTENTS INTRODUCTION | 4 | | | SCOPE OF WORKS | 4 | DISCLAIMER AND LIMITATIONS | 4 | | | METHODOLOGY | 4 | | | STRATEGIC CONTENT | 4 | STAKEHOLDER LIST | 5 | RISK MANAGEMENT CONTEXT | 5 | THE RISK MANAGEMENT PROCESS | 6 | | | ANALYSIS OF SECURITY RISK | 7 | TREATMENT OPTIONS | 7 | | | SOURCES OF EVENT RISK | 8 | | | RISK IMPLEMENTATION/RISK IDENTIFICATION | 9 | | | RISK ASSESSMENT SUMMARY | 9 | RISK 1 - Operational | 10 | RISK 2 - Strategic | 10 | RISK 3 - Human / Animal Resources | 11 | RISK 4 - Systems | 11 | RISK 5 - Financial | 12 | RISK 6 - Legal | 12 | | | RISK ASSESSMENT TABLES & CONSEQUENCE | 13 -18 | STAKEHOLDERS SIGN OFF | 19 | BIBLIOGRAPHY | 20 | | | INTRODUCTION The Great Security Company is a well-established business with 100 dedicated staff and returns above costs. As a result of the GFC crises The Great Security Company has on sold the company to help the...
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...Better Regulation for Growth Regulatory Quality and Competition Policy Investment Climate Advisory Services of the World Bank Group With funding from FIAS, the multi-donor investment climate advisory service in partnership with BETTER REGULATION FOR GROWTH GOVERNANCE FRAMEWORKS AND TOOLS FOR EFFECTIVE REGULATORY REFORM REGULATORY QUALITY AND COMPETITION POLICY INVESTMENT CLIMATE ADVISORY SERVICES WORLD BANK GROUP ©2010 The World Bank Group 1818 H Street NW Washington DC 20433 Telephone: 202-473-1000 Internet: www.worldbank.org All rights reserved Rights and Permissions The material in this publication is copyrighted. Copying and/or transmitting portions or all of this work without permission may be a violation of applicable law. The World Bank encourages dissemination of its work and will normally grant permission to reproduce portions of the work promptly. For permission to photocopy or reprint any part of this work, please send a request with complete information to the Copyright Clearance Center Inc., 222 Rosewood Drive, Danvers, MA 01923, USA; telephone: 978-750-8400; fax: 978-750-4470; Internet: www.copyright.com. All other queries on rights and licenses, including subsidiary rights, should be addressed to the Office of the Publisher, The World Bank Group, 1818 H Street NW, Washington, DC 20433, USA; fax: 202-522-2422; e-mail: pubrights@worldbank.org. About the Investment Climate Advisory Services of the World Bank Group The Investment Climate...
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...UK’s largest awarding body, offering academic and vocational qualifications and testing to more than 25,000 schools, colleges, employers and other places of learning in the UK and in over 100 countries worldwide. Qualifications include GCSE, AS and A Level, NVQ and our BTEC suite of vocational qualifications from entry level to BTEC Higher National Diplomas, recognised by employers and higher education institutions worldwide. We deliver 9.4 million exam scripts each year, with more than 90% of exam papers marked onscreen annually. As part of Pearson, Edexcel continues to invest in cutting-edge technology that has revolutionised the examinations and assessment system. This includes the ability to provide detailed performance data to teachers and students which helps to raise attainment. This specification is Issue 4. Key changes are sidelined. We will inform centres of any changes to this issue. The latest issue can be found on the Edexcel website: www.edexcel.com Acknowledgements This specification has been produced by Edexcel on the basis of consultation with teachers, examiners, consultants and other interested parties. Edexcel would like to thank all those who contributed their time and expertise to its development. References to third-party material made in this specification are made in good faith. Edexcel does not endorse, approve or accept responsibility for the content of...
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...National Curriculum Statement (NCS) Curriculum and Assessment Policy Statement LIFE SCIENCES Further Education and Training Phase Grades 10-12 basic education Department: Basic Education REPUBLIC OF SOUTH AFRICA CurriCulum and assessment PoliCy statement Grades 10-12 life sCienCes CAPS LIFE SCIENCES GRADES 10-12 department of Basic education 222 Struben Street Private Bag X895 Pretoria 0001 South Africa Tel: +27 12 357 3000 Fax: +27 12 323 0601 120 Plein Street Private Bag X9023 Cape Town 8000 South Africa Tel: +27 21 465 1701 Fax: +27 21 461 8110 Website: http://www.education.gov.za © 2011 department of Basic education isBn: 978-1-4315-0578-4 Design and Layout by: Ndabase Printing Solution Printed by: Government Printing Works CURRICULUM AND ASSESSMENT POLICY STATEMENT (CAPS) LIFE SCIENCES GRADES 10-12 FOREWORD by thE ministER Our national curriculum is the culmination of our efforts over a period of seventeen years to transform the curriculum bequeathed to us by apartheid. From the start of democracy we have built our curriculum on the values that inspired our Constitution (Act 108 of 1996). the Preamble to the Constitution states that the aims of the Constitution are to: • heal the divisions of the past and establish a society based on democratic values, social justice and fundamental human rights; improve the quality of life of all citizens and free the potential of each person; lay the foundations for a democratic and open society in which...
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