...Arguably the most important deliverable in the evaluation process is the Evaluation Report. A written report is generally expected (and is standard WIPO procedure), however it may be supplemented with presentations or other communications tools. The objective of the evaluation report is to present the findings, conclusions and any recommendations that may be appropriate in a manner that ensures that the recommendations will be accepted and adopted. (It is not essential for an evaluation report to contain recommendations. Alternatives could include lessons to guide further work or the presentation of case studies. A mid-term evaluation seeking to assess the likelihood of the project being completed on time might not, for example, include...
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...MANAGING INFORMATION A critical evaluation of the importance & impact of Information & Knowledge Management systems, with an in-depth focus on relevant organizational issues. ------------------------------------------------- Course: LSBF - Online MBA - Module: Managing Information ------------------------------------------------- Submission Date: 4th Nov 2011 Presented By: Meenakshi Srinivasan (I043470) 1. AN INTRODUCTION TO INFORMATION MANAGEMENT “Information technology and business are becoming inextricably interwoven. I don't think anybody can talk meaningfully about one without the talking about the other.” - Bill Gates, Co-Founder of Microsoft Corporation Today we are in the pinnacle of the technology age where swift technology innovations are transforming the global business landscape every second of the day. For businesses and corporations “To win it – they have to be in IT”. Information Technology (IT) has revolutionized every aspect of business and it evident in the way the world works - using high-speed Internet connections for e-mail and information gathering, portable computers connected to wireless networks, smart phones & hybrid handheld devices delivering instant connectivity and computing power to an increasingly mobile and global workforce. Information technology has become the largest component of capital investment for firms in the United States and many industrialized societies. In 2005, U.S. firms alone spent...
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...The key function of HRM that this essay will explore is the impact Employee Relations has in the way in which HR operates in many departments. Human resource Management is department which most businesses use as a means of enabling people’s capabilities in order to achieve a critical competitive advantage that’s attained through a distinctive set of integrated employment policies, programmes and practices. (Bratton &Gold 2007).This essay will provide an in depth discussion of components and the key players involved in Employment Relations that are seen in organizations today, as well as the importance of the integration of other key HRM practices and the management of the organisation as a whole. As well as examining the key HR functions I will also analyse the key models, theories and concepts that have a direct impact on HRM such as the Fombrun, Harvard and Warwick models that are seen to be used in many different organisations today. Employee Relations is a collective term in the Human Resources function that includes employee engagement within the workplace, values the employees’ rights to be part of trade unions. It also sets in stone in most organisations the employment legislation as well as managing grievance and disciplinary actions. Employment Relations is regarded as a relatively new term as it has previously was known as industrial relations conversely it does not have the same standards and equality as Employment Relations has in the Human Relations workplace. ...
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...Int. J. Services and Operations Management, Vol. 7, No. 4, 2010 465 An AHP framework of supplier evaluation with reference to high-value and critical items: a case study Debadyuti Das* Faculty of Management Studies University of Delhi 110 007 Delhi, India E-mail: debadyuti_das@yahoo.co.in *Corresponding author Deepak Barman Faculty of Management Studies Banaras Hindu University 221 005 Varanasi, India E-mail: dbarmanbhu@rediffmail.com Abstract: This study developed a simple two-stage decision framework for evaluating suppliers of high-value and critical items with reference to a heavy engineering organisation by employing the Analytic Hierarchy Process (AHP). The first stage involved examining the qualifying criteria of the items on quality, while the second stage was concerned with identifying all other relevant attributes, including quality concerning high-value and critical items applicable to the organisation under study, and with finding out the relative importance of the same. The attributes were organised in a two-tier hierarchy showing four major criteria in the first tier and 17 subcriteria in the second tier. This enabled us to employ AHP to find out the relative importance of each individual subcriterion through pair-wise comparison between all major criteria and subcriteria by eliciting opinions from three experts. The findings indicated the quality/reliability of the items to be the most important criterion, followed by price and then technological capability...
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...Section A: Education 0 1 Explain what is meant by the term ... (2 marks) • Meritocracy: such as equal opportunity or a system in which rewards are based on achievement/ability or similar. Partial answer: [fair rewards] • Immediate gratification: wanting rewards now, or leaving school as soon as possible to get a job, or similar. • Cultural capital: the values, etc that the middle class transmit to their children or that confer advantage in the education system. • Compensatory education: additional educational opportunities/resources directed at deprived or under-achieving pupils. • Cultural deprivation: a lack or deficit of values (or of norms, attitudes, skills or knowledge). Partial answer [immediate gratification / a lack of culture] • Vocational education: relating to a career or specific work roles. • Ethnocentric curriculum: the subjects taught in school being biased towards one particular culture. One mark for a partially satisfactory answer. 02 Suggest three ways/reasons ... (6 marks) Two marks for each of three appropriate ways. One mark will be awarded where there is a partially appropriate answers. Marxists see school as being similar to the world of work: • A hierarchy of authority • Fragmentation of work/learning • Extrinsic rewards • Based on competition • Alienation • Status differences. Boys’ educational under-achievement: • Lack of male teacher role models • Feminisation...
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...Unit 3 Assignment: Training Evaluation Marchel Jackson GM542-02N Training and Development 7/09/2014 Professor Prof. Kevin Nash INTRODUCTION In today’s society, the majority of successful organizations utilize some sort of training for new hires. Human resources and all administrative team members ensure new hires have all tools necessary to get the job done along with ensuring they know exactly how to complete the tasks being asked. Most training programs consists of one trainer teaching new hires how to successfully complete their duties and responsibilities. Although training programs are mandatory and necessary, it is also important to ensure the training being given is well beneficial, covers all bases for the duties being asked of the corporation, and entails relevant information tied to the job while excluded all unnecessary information for the new hires. Training programs are at an all time high in this day and age due to the constant changes of technology and increase in logical ways to make all aspects of organizations much more straight lined. Organizations make it known to new hires the importance of being actively engaged in the information being given so they will know exactly what to do once they are released to perform their duties and responsibilities. Training programs are a very important piece that organizations consider when hiring new employees, however, most organizations do not consider giving evaluations to their new hires at the end of the program...
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...dealers. b. John Deere's new CEO, Robert Lane, says its dealers are part of the Deere family and can never be replaced. c. Dealers need to achieve targeted levels of sales. d. John Deere dealers are needed to proved technical service to their customers. e. The Dealers are part of the logistical programs to provide parts to John Deere customers. 2. According to the text, the evaluation of channel member performance is: a. Of less importance than employee evaluation. b. More important than employee evaluation. c. Of equal importance to employee evaluation. d. Easier to do than employee evaluation. e. Done far more frequently than employee evaluation. 3. Which of the following is not a factor affecting the scope and frequency of channel member evaluations? a. The level of expertise of the channel managers b. Relative importance of channel members c. Degree of manufacturer’s control over the channel members d. Nature of the product e. Number of channel members 4. The degree of control the manufacturer has over its channel members plays __________ in determining the scope and frequency of its evaluation of channel members. a. a major role b. a very little role c. no role at all d. the most important role e. the least important role 5. Manufacturers can obtain detailed sales data from channel members more readily if they have: a. A weak market position. b. A contractual agreement. c. EDI. d. A computer network linking all channel members. e. A manager...
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...Each year globally many millions of dollars are spent on training. It would seem reasonable to establish just how effective this training has been if only to help justify the budget. Evaluation techniques are not new, indeed the most influential early work on evaluation was performed in the USA during the 1940s by Tyler. Probably the most important aspect of Ralph W Tyler’s work was the realisation of the importance of objectives in designing an effective school curriculum. This early methodology can be defined as the scientific/experimental approach. The model emphasised the importance of knowing the educational standards of the individuals in the control group before the new education initiative took place and then determining the change that had taken place by measuring the difference in attainment after the educational intervention was completed. In other words the aim was to determine the effectiveness of the training by scientific means on the level of performance of the individual. Although there have been some critics of this methodology it has proved to be valuable in that organisations have been able to quantify the relationship between their corporate objectives (often expressed as key performance indicators (KPIs) today) and the training aims and objectives. The main criticism of the scientific/experimental approach is that the methodology is unable to take into account the unexpected or unintentional learning that can take place within a dynamic and changing...
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...Professor: Daniel Goldsmith, DBA Email: Daniel.Goldsmith@strayer.edu Phone: 202-744-3467 COURSE DESCRIPTION This course provides an introduction and overview of government contracting and its unique nature, demonstrating the differences between commercial and government contracting, with a concentration on the federal system. Based on online resources, students cover the organization of the Federal Acquisition Regulation and how to interpret relevant subject coverage. Current reforms in the acquisition field will be incorporated into the course and emerging controversies will be highlighted to provide students with an up-to-date view of the profession. INSTRUCTIONAL MATERIALS Required Resources Compton, P. B. (2010). Federal acquisition: Key issues and guidance. Vienna, VA: Management Concepts, Inc. Feldman, S. W., & Keyes, W. N. (2011). Government contracts in a nutshell (5th ed.). St. Paul, MN: Thomson Reuters. Supplemental Resources Brown, T. L., Potoski, M., & Van Slyke, D. M. (2009). The challenge of contracting for large complex projects: A case study of the coast guard’s Deepwater program. IBM Center for the Business of Government. Retrieved from http://www.businessofgovernment.org/sites/default/files/deepwater_magazine_0.pdf Rendon, R. G. Critical success factors in government contract management. Retrieved from http://www.ippa.org/IPPC4/Proceedings/19Others/Paper19-2.pdf Schwartz, M. (2009). Defense Acquisitions: How DOD Acquires Weapon...
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...Training and Assessment Shamale Williams HCS/341 September-29-2014 Dorothy Cucinelli Training and Assessment Training in the health care industry involves a variety steps such as assessment, development and conduct of training and evaluations (Gómez, Balkin, & Cardy, 2012, p. 278). Training and assessment in the health care industry involves skills training, peer training, customer service training, creative training, crisis training and literacy training (Gómez, Balkin, & Cardy, 2012, p. 269). Employees in the health care industry require training and assessments on a daily basis to ensure they are properly functioning in a position. Training in the health care industry is essential for patients to receive excellent health care services and for the organization to be successful. Training helps staff members to provide a variety of care throughout different types of health care organizations, such as urgent care centers and neighborhood medical clinics (Mayhew, 2014). The overall process of training in the health care industry is to provide employees with specific skills needed to perform effectively in a position (Gómez, Balkin, & Cardy, 2012, p. 258). Importance of Training and Education in a Health Care Setting Training and education is important in a health care setting because it helps health care providers to protect and provide patients with proper health care services, which helps staff members to avoid making medical mistakes and helps...
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...Job evaluation is defined as a systematic process of determining the relative worth of jobs in relation to other job in order to establish which jobs should be paid more than others within an organization (Snell & Bohlander, 2010). The goal of job evaluation is to achieve internal equity during the salary system formation. In other word, job evaluation means the process of objectively determining the relative worth of jobs within an organization. It involves a systematic study and analysis of job duties and requirements. The evaluation is based on a number of compensable factors. Job evaluation can measure the value of all jobs within an organization and produces a rank order ranging from entry level positions to the most senior positions within an organization. It provides a framework to administer pay. The purpose of job evaluation is to helps established internal equity between various jobs in which wage paid is equal to the value of the job. When establishing the worth of a position, issues of internal equity are considered. Internal equity is defined as fairness in the relationship of a job’s salary range when compared with the salary ranges of similar jobs within the organization. The salary range for a job is considered internally equitable if the salary is commensurate with responsibility level of the position. It is important that a job evaluation is felt to be fair by everyone in the organisation. Effective communication, ongoing consultation and transparency are...
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...need of a complete overhaulDon't know / Not Sure | 3. Do you think the financial resources of (your organization) and the way those resources are allocated act as a barrier or an enabler to the use of (an innovation)? (A barrier makes an innovation harder to implement, an enabler makes an innovation easier to implement) Do you think the financial resources of (your organization) and the way those resources are allocated act as a barrier or an enabler to the use of (an innovation)? (A barrier makes an innovation harder to implement, an enabler makes an innovation easier to implement) 1 - Major Barrier2 -3 -4 - Neutral5 -6 -7 - Major Enabler | 4. Overall, how would you rate the importance of financial resources (money) to the successful use of an innovation? Overall, how would you rate the importance of financial resources (money) to the...
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...Resources | Evaluation | | | | | | Manpower | Materials | Money | | - Severely underweight for children 14 months old. Actual Weight: 5 kg Child growth standard weight for a severely underweight child is 7.2 kg.-Evidence of lack of food | - Inadequate food intake both in quantity and quality related to | -Improve the weight of the severely underweight child toward the normal child growth standard levels-Raise the food quality and ensure adequate intake- Establish a diet plan that fits the child’s need | - Assess the chidl’s initial weight and monthly weight thereafter- Discuss with the parents some of the possible healthy food options that is within their budget- Coordinate with the Barangay Nutrition Scholar to include them in feeding programs | - To have a baseline data of the child’s weight and to see the improvement of the intervention- This ensures that the children are eating nutritious food that is good for their growth and development- Supplememntal feedings help in increasing the child’s weight | -BHW, BNS, Midwife, Nurses | - Leaflets, Pamphlets, Growth charts, pencil, papers | - Financial aid to be requested at the Barangay hall or Rural Health Unit | - The Goals are partially met because gaining weight takes time and continuous evaluations and modifications must be done before achieving this goal | or partitionurtian et facility ther was able to s of the house. PROBLEM: Inadequate Living Space Date Identified: January 15, 2013 Date of Evaluation: February...
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...will only consist of myself, the technical representative (from the program office), and the contracting officer. The evaluation factors that we have decided to employ are: Technical capability Past Performance Price The method that we will use in evaluating the proposals is the trade-off process or better known as best value. Trade-off process puts more emphasis on non-price factors and awards the contract to the vendor that offers the best value rather than the one whose proposal has the lowest price. Using the trade-off process gives the government the flexibility to trade off among cost or price and non-cost evaluation factors such as the contractor’s technical capabilities, management capabilities, qualifications, and experience. It will be clearly indicated in the solicitation package on the relative order of importance of the evaluation factor which will state as follows: The following five criteria will be evaluated in order of importance. All non-price factors are listed in descending order of importance, with the most important criterion listed first. Criteria 1-5 combined are significantly more important than price. Price will not be scored, but its reasonableness and fairness will be evaluated. 1. Technical capability 2. Past performance 3. Corporate experience 4. Key personnel 5. Quality assurance The evaluation team considered only two criteria for this requirement since this project has a relatively small dollar value and restricted...
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...case study 10. This paper will develop one process evaluation measure and one outcome evaluation measure to display the Greenby Community Mental Health Center’s effectiveness and efficiency. This paper will also discuss the scope and purpose of the process evaluation measure and outcome evaluation measure and how they influence the design. The Greenby Community Mental Health Center process evaluation measure suggests the consultation and education department needs to implement the address of the real questionable issue within the organization, and to evaluate the programs being offered through the organization. The questionable issue at the center involves the discontinuance of the consultation and education departments. We understand the organization is facing an issue in regard to required service programs. We also understand the community mental health center has suggested as long as there is a director available the proposed suggestion will work, but doing so will take away workshops that have been instrumental to the program consumers. The implemented design includes dedicating a percentage of each professionals work towards Consultation and Education (Lewis, p. 242). A process evaluation is aimed at enhancing a current program by means of a formative analysis. It can be done anytime to describe and study the conceptualization, planning and implementation of a particular program. A key note about a process evaluation is that it isn't aimed at measuring the success or...
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