...Famima!! Internal Control When looking for a quick drink or fast meal, it is sometimes very troublesome to have to drive to a market and wait in potentially long checkout lines. This sparked the idea for a smaller store that only carries the most frequently bought items for the customer’s convenience. Nicknamed convenience stores for very obvious reasons, these little establishments exist all over the world and carry just about any little thing you might need at a very local distance. Inventory differs largely based on location and ownership, but these stores will carry everything from water to groceries and even motor oil. In Japan, most convenience stores are smaller and family owned with many of the locals nicknaming them “family marts.” One lucky owner managed to make enough money to open several stores and created a franchinse named Famima!!, a contraction of the family mart nickname. Through smart investing and marketing, he was able to turn his tiny convenience store into a corporation and business. Today Famima!! has extended its reach into the United States and offers an alternative to the well-known and dominant 7-11’s and Circle K’s. The Famima!! stores currently serve the greater Los Angeles area and one of the stores has even appeared in the 2010 movie Inception by Christopher Nolan. Today I will be meeting with Kevin Chan, the Los Angeles District Manager and interviewing him about the internal control policies Famima!! Co. has in place. Name, Title and number...
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...give a keyboarding test to a candidate applying for a job as an administrative assistant. However, it would not be valid to give a keyboarding test to a candidate for a job as a physical education teacher. If a keyboarding test is given to the same individual on two separate occasions, the results should be similar. To be effective predictors, a selection device must possess an acceptable level of consistency. Application forms For most employers, the application form is the first step in the selection process. Application forms provide a record of salient information about applicants for positions, and also furnish data for personnel research. Interviewers may use responses from the application for follow-up questions during an interview. These forms range from requests for basic information, such as names, addresses, and telephone numbers, to comprehensive personal history profiles detailing applicants' education, job experience skills, and accomplishments. According to the Uniform Selection Guidelines of the EEOC, which establish standards that employers must meet to prevent disparate or unequal treatment, any employment requirement is a test, even a job application. As a result, EEOC considerations and application forms are interrelated, and managers should make sure that their application forms do not ask questions that are irrelevant to job success, or...
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...Pre-Interview 1. Know the Company backwards and forward * Know the companies values and tell the interviewer about how your values match the companies values * Know the story of how, when, where, and why the company started * Know the companies mission statement and tell the interviewer why their mission statement is aligned with your career goals. * Understand the financial situation of the company and their competitors * Know the companies goals and ambitions when it comes to the community how they match with what you want to do for the community 2. Practice answering interview questions * The best way of going about this is to download general interview questions that are asked the most in an interview. Write out your answers and memorize the answers for the questions, but not the exact answer; so, it won’t look rehearsed. * Find questions that are specific to your field that you are applying to. For instance, I’m accounting major and I have looked up questions that applied to the accounting field so I will have an idea what an interviewer will ask pertaining to the field I’m applying for. 3. Technology * There are many resources available to you online that will allow you do mock interviews in the comfort of your home. For instance, UHD partners with a website called interviewstream that allows you to record your interview while answering questions. Dress appropriately like it is a real interview. 4. Use the Career Center...
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...through, making it difficult to prove if a fraudulent activity occurred or not. If there’s no one in your organization with the experience or skill set to handle an accounting fraud investigation, hire an outside professional in order to uphold the credibility of the investigation. The main focus of an accounting fraud investigation is to collect the pieces of the puzzle and put them together to create a clearer picture of what happened. There are three main pieces in the accounting fraud puzzle: the pre-investigation, evidence collection and investigation interviews. These three activities help investigators get the information they need to complete the puzzle and report on the investigation. Pre-Investigation You need to know what you’re looking for. Set objectives at the outset of the investigation to make sure you know what documents you will need to obtain, professionals you’ll need to involve and people you’ll need to interview. The easiest way to gain greater insight into each of these areas is to conduct a thorough pre-investigation. The pre-investigation will help you make sure you have the facts of the initial complaint straight. Investigation Report Template Free Download A ready-to-use template to guide you through the investigation report writing process. Download Template According to Eugene Ferraro’s book “Investigations in the Workplace,” interviewing the complainant during the preparation and planning phase allows investigators to determine the size...
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...your customer, their existing system, and what they are looking to accomplish. In the first portion of this assignment, we’ll make some decisions as to how to approach a client, picking an interview structure, and selecting questions for an interview. The second portion of this assignment will cover explaining to a customer why the information gathering technique known as Prototyping is a viable option, and how it can actually aid in users understanding and expressing their own needs. Part 1 – Interviewing the Chief Accountant The first step to approaching an interview is undoubtedly preparation. I would read as much information about the background of the company as I could from any number of sources. Some good suggestions on where I can find some of this information are places such as an annual report, a corporate newsletter, press releases, or even the internet (Kendall and Kendall, 2012). The better prepared I am, the more at ease I will be during the interview. I’m a firm believer that the more intelligently you can speak to someone about their products or company, the more at ease they become with you. For my interview approach, I have decided to use the funnel structure, beginning with some general, open ended questions, and then getting more detailed as the interview progresses. My reasoning behind this; top executives in a company, in my opinion, are very adamant about who’s in charge. They did not get to where they are by letting people step all over...
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...the last two places. The hiring process for new associates used to begin in the fall. The process after that can be broken up into three stages. Each of these stages helped the company make a decision about the candidate and is a key decision point for the firm. The working process is mainly divided in three stages: The purpose of the first one is to see if the candidate has real interest on the company by conducting informal interviews with students in the office in advance of official first- round interviews. These interviews were not part of formal process,that process was to know how serious and enthusiastic the candidates were and a chance to learn more about the firm. In this round interviewers are also instructed to test for culture fit. In the second one the candidates have an interview with an associate who will decide if they have the profile to be promoted into the final round. In this last filter 30 candidates are invited to the Giants Stadium where senior employees interview them five half-hour sessions with short breaks. When the interviews are done, the seniors hold a meeting where they decide which candidates must hire. Candidates invited to Super Saturday will be given the case study to...
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...October 21, 2013 Informational Interview Assignment For this Informational Interview Assignment I interviewed my father and his close friend/ business partner. They are both work in a business of a clothing line called Blow Genes. It's a unisex clothing line for all adults and children. It includes graphic design of the pit bulls from their dog kennel. I chose to interview the two of them because I have a strong interest in fashion and hope to maybe do fashion merchandising one day. I interviewed Joey & Dave. They are both business partners for Blow Genes. Which is based out of Los Angeles, California but they also work locally in Spotsylvania, Virginia where the interview took place. Interview: Q: What do you do in a typical day? A: Handle all sales, marketing and promotions for the east coast. And I assist with clothing designs Q: What are advantages & disadvantages to this career? A: Advantages: I travel a lot and I meet a lot of people. I form new relationships and connections Disadvantages: I’m not an owner I am just a partner. So I get handed all of the bad jobs and poor travel spots. Q: What are the employee benefits? A: Free clothes, free VIP sections, free drinks at clubs and extra pocket money Q: What type of people work in this field? A: Self-employed artists, people in the entertainment industry, from actors to models to recording artists. Q: What's the typical beginning salary level? A: There is no salary we have no employees...
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...balance sheet. SG Cowen relied on the in-depth knowledge collected through its equity research team, which was already highly regarded for its coverage of its focus industries. Above all things, the bank would remain a pointed emerging growth investment bank. The recruiting strategy employed by SG Cowen consisted of team captains at every school at which they recruited on campus, a group of ‘core business schools’. Professionals at the bank would often conduct ‘informational’ interviews in advance of first-round interviews to gauge enthusiasm of candidates and give them additional information about the firm. The firm’s recruiting strategy centered around focusing on the ‘next 15’ top schools after the top 10 business schools, which historically yielded recruitment of students in the middle of their class. At the next 15 top schools, the firm was hiring at the top of the class and the students tended to be more loyal. Another major advantage of their recruiting efforts was, in information sessions and interviews, SG Cowen professionals highlighted the benefits of being a boutique firm such as less bureaucracy small teams, more responsibility, and accelerated promotion. SG Cowen involved mostly junior professionals to conduct on-campus interviewing because they were more in touch with day-to-day concerns than seniors and could better assess the skills needed by an associate. Furthermore, it led to more selective endorsement of candidates because the junior bankers did not want to...
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...Rajiv Nair Mock Interview Reflection Paper Business 275: Portfolio & Experiential Learning November 28, 2014 Delaware Tech Rajiv Nair Mock Interview Reflection Paper Business 275: Portfolio & Experiential Learning November 28, 2014 Delaware Tech Mock Interview Reflection Paper Introduction: ------------------------------------------------- The following paper is written based of a simulated interview that I had participated in; the conditions that were placed in the interview were for me an individual interviewing for an internship opportunity. This internship opportunity encompasses tasks such as; Operations Management, Accounting, Finance, Marketing, and human resources. It is through this exposure that the individual that obtains the position will experience an overall perspective of how a business functions. The idea about this paper is created for the intended purposes of providing an honest reflection of our thoughts about the interview. During the interview, I felt a tad nervous about the camera being pointed at me, it was in the interview that I had felt a certain unease about myself. This uneasiness was not only caused by tension of a camera pointed, but underlying factors that reflected moderate anxiety. As I left the interview, I had been confident that it had gone well, but recognized some minor facial expressions that I might have had made. When I viewed the video, I had noticed the facial expressions that I had made. In the...
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...1.1 INTRODUCTION: Risk Management & Internal Audit (RMIA) is a field that has involved a great deal with the different types of risks in ACI. It began as primary clerical operation concerned with payroll; risk records and arrange different types of training on risk management. In the 1960s, globalization, competition, merger acquisition forced Risk management & Internal Audit department to become more concerned with cost, management policy, risk related policy and the implications Finance and Accounting strategic for both organization and employees. Risk Management & Internal Audit (RMIA) is the process of analyzing an organizations risk management needs under changing and developing activities necessary to meet these needs. ACI Ltd is a multi disciplinary firm engaged in various activities related to Pharmaceuticals, Formulations and other associated business. Unlike other private company in Bangladesh ACI is unique in Risk Management & Internal Audit. They have a separate RMIA section and dedicated officials for taking care of Risk Management & Internal Audit and development. Therefore, it is very much essential to undertake an in-depth study on Risk Management & Internal Audit practice in ACI Ltd. 1.2 Objective of the Study The main objective of the report is to fulfill the requirement of BBA program. For this I had to attach with an organization and I chose ACI Limited. For this I have some practical job related experience with my...
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...Business Communications Exam Two (Chapters 5-11) Name__Paula Brooks____________________________________ Date_11-28-2012__________________ Chapter Five Directions: In the space preceding each sentence, write T if the statement is true or F if the statement is false. ____T__ 1. Good news and neutral news messages follow the same strategy. ____F__ 2. Emphasize I or we when planning a neutral or good news message. _____F_ 3. The indirect message pattern is appropriate for good news messages. ___T___ 4. A claim message should end with a courteous suggestion for prompt action. Directions: In the spaces proceeding the statement list the sequence. 5. List the sequence for the good news strategy. (1)_Open with the good or neutral news __________________________________________________________________________ (2)__Follow with adequate details or descriptions _________________________________________________________________________ (3)___End pleasantly ________________________________________________________________________ Chapter Six/Seven Directions: In the space preceding each sentence, write T if the statement is true or F if the statement is false. ___T__ 6. The objective of a refusal message is to say no and still maintain goodwill. __T___ 7. State or imply the bad news in the opening statement of a bad news message. __F___ 8. When you prepare a bad news message, use the direct message pattern. __T___ 9. Buffers do not contain...
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...SG Cowen: a Case Study Group One Patrick De Nava Sean Fagan Chelsea Green Leonard Keefer Rose Martinez sg SG Cowen: a Case Study Group One Patrick De Nava Sean Fagan Chelsea Green Leonard Keefer Rose Martinez sg “We’re looking for a few good men.” The Marines have been using this slogan for well over two hundred years, and while the message is the same, the recruiting methods have changed dramatically. We’re going to look at how one company, S.G. Cowen, goes about the business of filling its employee roster. Recruiting Process SG Cowen is an investment bank that was formed by the acquisition of Cowen and Company, a small but well respected investment bank known for quality research and equity sales, by Societe Generale, an international bank based in France. The new firm is comprised of about 1,500 professionals who specialize in health care and technology. The firm looks to hire about 30 associates each year, with about many of them coming from third year analysts being promoted. Some of the new recruits are business school students who start as interns after their sophomore year in school and are hired after completing two years of summer internship. Other associates are recruited from top business schools. SG Cowen’s process for recruiting new employees is both strategic and well developed. SG Cowen begins the recruiting process each fall by holding informational presentations at its core business schools, such as NYU, Cornell, USC, and Notre Dame. ...
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...THE STAR METHOD The STAR method is a structured manner of responding to a behavioral-based interview question by discussing the specific situation, task, action, and result of the situation you are describing. Situation: Describe the situation that you were in or the task that you needed to accomplish. You must describe a specific event or situation, not a generalized description of what you have done in the past. Be sure to give enough detail for the interviewer to understand. This situation can be from a previous job, from a volunteer experience, or any relevant event. Task: What goal were you working toward? Action: Describe the actions you took to address the situation with an appropriate amount of detail and keep the focus on YOU. What specific steps did you take and what was your particular contribution? Be careful that you don’t describe what the team or group did when talking about a project, but what you actually did. Use the word “I,” not “we” when describing actions. Result: Describe the outcome of your actions and don’t be shy about taking credit for your behavior. What happened? How did the event end? What did you accomplish? What did you learn? Make sure your answer contains multiple positive results. Make sure that you follow all parts of the STAR method. Be as specific as possible at all times, without rambling or including too much information. Oftentimes students have to be prompted to include their results, so try to include that without being...
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...TE AM FL Y FEARLESS INTERVIEWING How to Win the Job by Communicating with Confidence Marky Stein McGraw-Hill New York Chicago San Francisco Lisbon London Madrid Mexico City Milan New Delhi San Juan Seoul Singapore Sydney Toronto Copyright © 2003 by Marky Stein. All rights reserved. Manufactured in the United States of America. Except as permitted under the United States Copyright Act of 1976, no part of this publication may be reproduced or distributed in any form or by any means, or stored in a database or retrieval system, without the prior written permission of the publisher. 0-07-141572-6 The material in this eBook also appears in the print version of this title: 0-07-140884-3. All trademarks are trademarks of their respective owners. Rather than put a trademark symbol after every occurrence of a trademarked name, we use names in an editorial fashion only, and to the benefit of the trademark owner, with no intention of infringement of the trademark. Where such designations appear in this book, they have been printed with initial caps. McGraw-Hill eBooks are available at special quantity discounts to use as premiums and sales promotions, or for use in corporate training programs. For more information, please contact George Hoare, Special Sales, at george_hoare@mcgraw-hill.com or (212) 904-4069. TERMS OF USE This is a copyrighted work and The McGraw-Hill Companies, Inc. (“McGraw-Hill”) and its licensors reserve all rights in and to the work. Use of this...
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...- more 1111111 500,000 copi c« sold - 101 GREAT ANSWERS -to the- 101 GREAT ANSWERS TO THE TOUGHEST INTERVIEW QUESTIONS SIXTH EDITION Ron Fry Course Technology PTR A part of Cengage Learning [pic] Australia, Brazil, Japan, Korea, Mexico, Singapore, Spain, United Kingdom, United States [pic] 101 Great Answers to the Toughest Interview Questions, Sixth Edition Ron Fry Publisher and General Manager, Course Technology PTR: Stacy L. Hiquet Associate Director of Marketing: Sarah Panella Manager of Editorial Services: Heather Talbot Marketing Manager: Mark Hughes Acquisitions Editor: Mitzi Koontz Project Editor: Jenny Davidson PTR Editorial Services Coordinator: Jen Blaney Interior Layout Tech: Bill Hartman Cover Designer: Luke Fletcher Indexer: Larry Sweazy Proofreader: Kate Shoup Course Technology, a part of Cengage Learning 20 Channel Center Street Boston, MA 02210 USA © 2009 Course Technology, a part of Cengage Learning. ALL RIGHTS RESERVED. No part of this work covered by the copyright herein may be reproduced, transmitted, stored, or used in any form or by any means graphic, electronic, or mechanical, including but not limited to photocopying, recording, scanning, digitizing, taping, Web distribution...
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