... 25%. b. 40%. c. 50%. d. 60%. Answer: b EMPLOYMENT DEMAND 2. The percentage of all healthcare providers who are allied health professionals is: a. 25%. b. 40%. c. 50%. d. 60%. Answer: d EMPLOYMENT DEMAND 3. The increased demand for medical billers, medical office assistants, and medical coders can be attributed to: a. the growth of managed care. b. physician practices having more responsibility for filing claims. c. the need for additional staff to file claims and work to obtain timely payment. d. all of the above. Answer: d EMPLOYMENT DEMAND 4. All of the following changes were a result of managed care EXCEPT: a. physicians having to wait 30 days or longer for payment. b. physicians having more responsibility for filing claims. c. patients having to pay for services when rendered. d. physicians having to add to their staff. Answer: c EMPLOYMENT DEMAND 5. Before the 1970s, a physician’s practice would grow based on: a. advertising and referrals. b. managed care contracts. c. consultations. d. hospital affiliations. Answer: a EMPLOYMENT DEMAND 6. Before the 1970s, a solo practice included all of the following staff members EXCEPT: a. physician. b. nurse. c. certified medical biller. d. receptionist. Answer: c EMPLOYMENT DEMAND 7. Managed care is a system in which physicians contract to participate in a health insurance network and healthcare delivery is a. at the discretion of the physician. b. provided...
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...education and on-the-job experience. This will able them to fill a majority of leadership roles from the current team member base. There is several training programs that is provide to bring those new leaders into the company. Whole Foods divides the employees into “teams” which are group by departments. It teams goal is to ensure the daily operations are run professional and profitable. The store has several different departments like Seafood, whole body, produce, specialty, Bakery, customer service, facilities, floral, meat, prepared food and grocery. Base on the information provide these are the job title: 1. Job A – Customer Service Clerk 2. Job B – Customer Service, Cashier 3. Job C – Prepared Food Leader 4. Job D – Prepared Foods Specialized Team Member, Night Supervisor 5. Job E – Store Team lead 6. Job F-Grocery Team Supervisor 7. Job G- Prepared Foods Associate Team Leader 8. Job H-Associate Store Team Leader 9. Job I-Grocery Store Team Member Process, Techniques, and Factors Job classification method is the best one to use when determining the actual job title of the each team employee that will evenly engaged to the structure of the teams and which teams the individual members report to. With this jobs are classified into existing teams based upon the established structure at Whole Foods. Each team has a description and associated job titles and each job is assigned to the team providing the closest match to the job. To ensure fairness...
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...HUMAN RESOURCE MANAGEMENT Syllabus Associate Professor. PhD. Valentina Mihaela GHINEA – valentina_ghinea@yahoo.com – 0723.018.491 Assistant Professor Madalina MOROIANU – madalina.moroianu@gmail.com Office hours (and by appointment): Tuesday 12:00-13:30 (Grivitei - 4213) – - once every two week (starting with 6th of October) Tuesday 15:00-16:30 (Grivitei - 4213) – every week Any change will be announced. ← Course description: Human resource must be properly managed in order to be the progress outstanding factor of the organization. Basically, the organization’s success, performance and competitiveness lean on the content and quality of human resource management. Consequently, many of the difficulties faced by organizations also arise from here. The idiom according to which the human resource is the most valuable asset of an organization could not be more true. The predicament is what kind of assets do we need and for what kind of tasks? Intelligent people? Creative people? With certain skills or only good potential for the activity in case? Nowadays, the hiring process tends to be done without clearly differentiating between creative, intelligent and expert people, the coherence of the HR strategy being encumbered by the multitasking challenge of each organization and the more difficult achievement of a comfortable market position. However, above all the general requirements of an employer (formation, knowledge, experience...
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...Foods, Prepare a Job Structure By Matthew Osborne HRM 598 Professor Frederick Perry Introduction Whole Foods is a supermarket that has several different positions that it needs to evaluate. This paper will address the recommended titles, and levels to be associated with this group of positions. This will help the company determine what and how to pay its associates. It will also help the associates understand what to expect when working at Whole Foods, what it takes to do a good job at Whole Foods. This will also help the company determine career paths for high potential individuals. Evaluation of Jobs and Job Structure In creating the job structure, each job needs to be evaluated to see where it falls in the organization. In the case of Whole Foods, there is a larger organization and then the smaller store. Job H rotates among stores, and assists in hiring and evaluating staff, as well as training. It also has responsibility for the financials, the job description states assist the Store Team Leader, which could mean supervise. This position has responsibilities in multiple stores, and also manages the transfers between the stores. It is responsible for maintaining the culture of the organization. In the structure it appears to be an Area Team Lead, which is the appropriate title. Job C reports in to the Store Team Leader and provides “overall management and prepared supervision of the prepared foods department”. In evaluating this job, it has hiring and...
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...Job Title: Job A- Prepared Foods Team Member Job B- Customer Service Team Member Job C- Prepared Foods Department Team Leader Job D- Prepared Foods Supervisor Job E- Dishwasher Job F-Customer Service Front End Supervisor Job G- Prepared Foods Associate Team Leader Job H- Associate Store Team Leader Job I-Grocery Retail Team Member The job structure put the above jobs into two categories: Managerial and Store Support.. In the Managerial structure: Job C, Job D, Job F, Job G and Job H. In the Store Support: Job A, Job B, Job E, and Job I. Evaluation of Job (Process, Techniques and Factors) The Job evaluation technique used in this case study is the job ranking method. Reason for choosing this technique was simple. While this is the simplest method of job evaluation, Whole Foods themselves have placed the jobs in order, ranging from the highest, Store Team Leaders, Facility Team Leaders, Regional Presidents, and Presidents at the top and Team Members or Specialized Team Members at the lowest or entry level. Four compensable factors Can be derived that can be used when evaluating jobs within the company. These four are: * Quality: Ensuring that the products and services are fresh, vibrant, safe and of great satisfaction to the consumer * Customer service: Ensuring that the experience at Whole Foods is pleasant, fun, fast, and leaves the customer with a strong understanding of the Whole Food’s brand * Awareness: Acknowledging that team members have a strong...
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...environment, creating win-win partnerships with their suppliers and promoting the health of their stakeholders through healthy eating education. I will take these core values and apply them to the job analysis and prepared job descriptions when determining the job structure at Whole Foods. Evaluation of Jobs and Job Structure In looking at the job descriptions provided in the case study, I was able to assign job titles in the following manner: Job A- Prepared Foods Team Member Job B- Customer Service Team Member Job C- Prepared Foods Department Team Leader Job D- Prepared Foods Supervisor Job E- Dishwasher Job F-Customer Service Front End Supervisor Job G- Prepared Foods Associate Team Leader Job H- Associate Store Team Leader Job I-Grocery Retail Team Member The job structure that I came up with put the above jobs into two categories: Managerial and Store Support. In the Managerial structure I would place Job C, Job D, Job F, Job G and Job H. In the Store Support I would place Job A, Job B, Job E, and Job I. Process, Techniques and Factors The Job evaluation technique I used in my case study is the job ranking method. My reason for choosing this technique was simple. While looking at the Whole Foods website and their career paths page, the job opportunities in each store appeared to be hierarchal in nature. While Whole Foods itself is quite a large corporation, per the information on the company website;...
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...Job Evaluation at Whole Foods Market Job Evaluation at Whole Foods Market Deb France HR 598 Compensation DeVry University-Keller Graduate School of Management Introduction The goal of any company is to attract and retain employees who share their core values. Whole Foods Core Values include selling the highest quality natural and organic products, satisfying and delighting customers, supporting their Team Members (Whole Food Employees) happiness and growth, creating wealth through profits and growth, caring about the communities and our environment, creating win-win partnerships with their suppliers and promoting the health of their stakeholders through healthy eating education. I will take these core values and apply them to the job analysis and prepared job descriptions when determining the job structure at Whole Foods. Evaluation of Jobs and Job Structure In looking at the job descriptions provided in the case study, I was able to assign job titles in the following manner: Job A- Prepared Foods Team Member Job B- Customer Service Team Member Job C- Prepared Foods Department Team Leader Job D- Prepared Foods Supervisor Job E- Dishwasher Job F-Customer Service Front End Supervisor Job G- Prepared Foods Associate Team Leader Job H- Associate Store Team Leader Job I-Grocery Retail Team Member The job structure that I came up with put the above jobs into two categories: Managerial and Store Support. In the Managerial structure I would place Job C, Job D,...
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...presentations so I can keep up-to-date with developments in my industry. b. I’m hoping to meet lots of interesting people – maybe some of them will be useful for my future career. c. I have a target of twenty people that I want to meet, so I can persuade them to buy our products. On the first evening, you attend a ‘welcome party’. You arrive in a large hall filled with about 500 people. They all seem to be talking to each other in groups. There’s nobody that you recognise. What do you do? a. Go up to one of the groups, introduce yourself and ask if you can join them. b. Go up to one of the groups and listen to the conversation. Maybe you can join in later. c. Find where the food is being served and try to start a conversation with someone in the queue. d. Walk around the hall, pretending to be looking for someone. Avoid eye contact with other people. e. Turn around and go home. At the conference party, which of these problems would be worse for you? a. No-one wants to talk to you. b. A really boring person wants to talk to you … and you can’t escape from him/her. Where is the best place to stand if you want people to talk to you? a. In the middle of the hall. b. By the wall. c. Outside. d. By the buffet / bar. Which topics of conversation could you use to break the ice with someone? a. How much you hate parties like this. b. The conference. c. Your work. d. Sport. e. The weather. f. Politics. g. How bad the food is. h. Where you’re from. www.teachingenglish.org.uk © BBC | British Council...
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...Appendix IV A SIMPLE GUIDE TO APA REFERENCING APA REFERENCING The referencing format for all student assignments and research reports is adapted from the American Psychological Association (APA) style. The following items show how various sources of information are referenced in the assignments or research reports. 1. Journal article with volume and issue numbers. Italicize the journal title and volume number. Boyle, B. A. (1997). A multi-dimensional perspective on salesperson commitment. Journal of Business& Industrial Marketing, 12(6), 354-367. Mowday, R. T., Steers, R. M., & Porter, L. W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14, 224-227. 2. Book, two authors. Toller, M., & Fielding, J. (1998). Global business for smaller companies. Rocklin, CA: Prima Publishing. 3. Book, one author. Sekaran, U. (2003). Research methods for business: A skill building approach (4th ed.). New York: John Wiley & Sons, Inc. 4. Brochure with corporate author. BestTemp Staffing Services. (1997). An employer’s guide to staffing services (2nd ed.) [Brochure]. Denver: Author. Note: when the author and publisher are identical, use the word “Author” as the name of the publisher. 5. Brochure with a writer. Lawrence, K. S. (1993). Guidelines for reporting and writing about people with disabilities (4th ed.) [Brochure]. New York: Research and Training Center...
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...chemicals. The company operates stores in 26 states of the US and in the District of Columbia (Whole Foods Market, 2010). The company’s growth strategy focuses on internal expansion, acquisitions and increasing same store sales. Whole Foods offers a range of products such as bakery items, catering menus in stores, coffee, grocery, meat and poultry, prepared foods, seafoods, liquor, and nutritional dairy foods (Datamonitor, 2004). Food products stocked in Whole Foods stores are designed to appeal to both gourmet and natural foods shoppers (Datamonitor, 2004). The point method system strategic evaluates each job by breaking them down into compensable factors and evaluating them each separately. Whole Foods Market (WFM) has in total six core values that drive company operations daily. Using these values, four compensable factors can be derived that can be used when evaluating jobs within the company. These four are: * Quality: Ensuring that the products and services are fresh, vibrant, safe and of great satisfaction to the consumer * Customer service: Ensuring that the experience at Whole Foods is pleasant, fun, fast, and leaves the customer with a strong understanding of the Whole Food’s brand * Awareness: Acknowledging that team members have a strong understanding of product knowledge,...
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...BS (4 Years) for Affiliated Colleges Course Contents for Subjects with Code: ENG This document only contains details of courses having code ENG. Center for Undergraduate Studies, University of the Punjab 1 BS (4 Years) for Affiliated Colleges Code ENG‐101 Year 1 Subject Title Introduction to Literature‐I (History of English Literature‐I) Discipline English Cr. Hrs 3 Semester I Aims: One of the objectives of this course is to inform the readers about the influence of historical and socio-cultural events upon the production of literature. Although the scope of the course is quite expansive, the readers shall focus on early 14th to 19th century Romantic Movement. Histories of literature written by some British literary historians will be consulted to form some socio-cultural and political cross connections. In its broader spectrum, the course covers a reference to the multiple factors from economic theories to religious, philosophical and metaphysical debates that overlap in these literary works of diverse nature and time periods under multiple contexts. The reading of literature in this way i.e. within the sociocultural context will help the readers become aware of the fact that literary works are basically a referential product of the practice that goes back to continuous interdisciplinary interaction. Contents: • Medieval Period • Renaissance and Reformation • Elizabethan Period • Milton, the Metaphysical...
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...Brochure More information from http://www.researchandmarkets.com/reports/655280/ Analysis of Google Inc Description: Google Inc. maintains an index of Websites and other online content, and makes this information freely available to anyone with an Internet connection. The company’s automated search technology helps people obtain nearly instant access to relevant information from its online index. Google generates revenue primarily by delivering online advertising. Businesses use its AdWords program to promote their products and services with targeted advertising. In addition, the thousands of third-party Websites that comprise the Google Network use its AdSense program to deliver relevant ads that generate revenue and enhance the user experience. In September 2007, Google completed the acquisition of Postini, Inc., a provider of information security and compliance solutions. In March 2008, the company completed the acquisition of DoubleClick, which offers online advertisement serving and management technology to advertisers, Web publishers and advertisement agencies. Analysis of Google Inc. A complete and comprehensive analysis of Google Inc, includes an overview of the industry the company operates in, a PEST Framework Analysis of the industry, and then moves on to analyzing the company itself. Company analysis includes a history of Google Inc, a business segment analysis of the segments Google Inc operates through, a look at the organization structure of the company, a...
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...company profile includes two to three competitors of that company. If the customer is looking for a specific competitor, we can very easily customize the report to meet such a requirement. A financial analysis of the selected organization is also presented in the report which includes a ratio analysis, basic profit and loss analysis, presentation of the company balance sheet, and much more. Any extra request for data on a company can further be incorporated in this profile at no extra charge to our customers. A SWOT Framework Analysis of that company as well as its competitors completes this in-depth product - Company Analysis . Contents: A. Executive Summary B. Looking at the Industry B.1 Industry Definition B.2 Brief Profile of the Industry B.3 Impacts on the Industry B.4 Challenges Facing the Industry B.5 Future Perspective C. Industry PEST Framework Analysis C.1 Political Aspects C.2 Economic Aspects C.3 Social Aspects C.4 Technological Aspects D. Looking at the Company D.1 Company Profile D.2 History of the Company D.3 Ownership Pattern in the Company D.4...
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...STANDARDS FOR UNARMED SECURITY GUARD [PRIVATE SECURITY SECTOR] Font: Callibri(Body),Font size 16 Contents 1. Introduction and Contacts..…Page no. 1 2. Qualifications Pack……….……...Page no. 2 3. OS Units……………………..…….….Page no.2 4. Glossary of Key Terms …………Page no.3 OS describe what individuals need to do, know and understand in order to carry out a particular job role or function OS are performance standards that individuals must achieve when carrying out functions in the workplace, together with specifications of the underpinning knowledge and understanding Insert your SSC picture here Introduction Qualifications Pack – Unarmed Security Guard SECTOR: PRIVATE SECURITY SUB-SECTOR: 1. COMMERCIAL 2. INDUSTRIAL OCCUPATION: GUARDING REFERENCE ID: SKS/Q0101 ALIGNED TO: NCO-2004/9152.30 An Unarmed Security Guard in the Private Security Sector form the first level of defence and notice and encounter threats and risks that are detrimental to life, property and premises. Security Guard is responsible for monitoring premises and property through physical presence and by using security and protection systems. Brief Job Description: The primary role of the individual entails guarding designated premises and people by manning the first tier of protection aided by appropriate security devices/equipment. The core responsibility includes guarding against theft, criminal acts, emergencies, fire and other contingencies. Personal Attributes: An Unarmed Security Guard needs to bear a good...
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...of the company, a geographical operating segments analysis, an analysis of the company’s major competitors. In general, every company profile includes two to three competitors of that company. If the customer is looking for a specific competitor, we can very easily customize the report to meet such a requirement. A financial analysis of the selected organization is also presented in the report which includes a ratio analysis, basic profit and loss analysis, presentation of the company balance sheet, and much more. A SWOT Framework Analysis of that company as well as its competitors completes this in-depth product Company Analysis . Contents: A. Executive Summary B. Looking at the Industry B.1 Industry Definition B.2 Brief Profile of the Industry B.3 Impacts on the Industry B.4 Challenges Facing the Industry B.5 Future Perspective C. Industry PEST Framework Analysis C.1 Political Aspects C.2 Economic Aspects C.3 Social Aspects C.4 Technological Aspects D. Looking at the Company D.1 Company Profile D.2 History of the Company D.3 Ownership Pattern in the Company D.4 Corporate Hierarchy D.5 Organizational Divisions D.6 Profiling the Key Executives D.7 Products & Services D.8 Recently in the News E. Looking at Business...
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