...sense of how the applicant will perform, fit into the work environment, and respond to common job pressures. Flexibility/Adaptability Sample interview questions for this competency are as follows: ► ► ► ► Tell me about a situation where you had to quickly adjust to a change in your department or team priorities. How did this change affect you? Describe a time you had to meet a scheduled deadline while your work was being interrupted continuously. What was most difficult about this and how did you handle it? Tell me about a time a significant change was made within your company or organization. How did the change affect you? Give me an example of a time when you had to balance multiple responsibilities at once. What did you do to keep organized? How did you prioritize your tasks? Appreciating and Valuing Diversity Sample interview questions for this competency are as follows: ► ► ► Interacting with coworkers or customers from different backgrounds or cultures can be challenging at times. Tell me about a challenging time you were faced with a person from a different background or culture. In your own words, describe what diversity means to you. Give me an example of different types of individuals you have worked with and how you got along with each of them. Customer Service Orientation Sample interview questions for this competency are as follows: ► ► Tell me about a time you were approached by an upset customer, but in this situation you knew they were...
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...PROJECT REPORT ON PERFORMANCE MANAGEMENT In N.H.P.C at Baira Suil Power Station Chamba (H.P) FOR THE PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE AWARD OF MASTER OF BUSINESS ADMINISTRATION UNDER THE GUIDANCE OF: SUBMITTED BY: PROF. SWETA SAURABH AKANKSHA SHARMA MBA 2012-14 SCHOOL OF BUSINESS GALGOTIAS UNIVERSITY Certificate from Faculty Guide This is to certify that the project report Performance Management has been prepared by Ms. Akanksha Sharma under my supervision and guidance. The project report is submitted towards the partial fulfillment of 2 year, full time Master of Business Administration. Name & Sign of Faculty Prof. Sweta Saurabh Date: Declaration I, Akanksha Sharma, Roll no 120SOB102189 student of MBA of School of Business: Galgotias University, Greater Noida, hereby declare that the project report on “Performance Management” at “Galgotias University” is an original and authenticated work done by me. I further declare that it has not been submitted elsewhere by any other person in any of the institutes for the award of any degree or diploma. Name of the student Akanksha Sharma MBA 2012-2014 Date: ACKNOWLEDGEMENT My project report has helped me to gain professional experience which apart from giving me an opportunity to...
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...1.0: The importance of laboratory quality Laboratory quality can be defined as accuracy, reliability and timeliness of reported test results. The laboratory results must be as accurate as possible, all aspects of the laboratory operations must be reliable, and reporting must be timely in order to be useful in a clinical or public health setting. When making measurements, there is always some level of inaccuracy. The challenge is to reduce the level of inaccuracy as much as possible, given the limitations of our testing systems. An accuracy level of 99% may at first glance appear acceptable, but the resulting 1% error can become quite large in a system where many events occur, such as laboratory testing. Laboratories produce test results that are widely used in clinical and public health settings, and health outcomes depend on the accuracy of the testing and reporting. If inaccurate results are provided, the consequences can be very significant, including: 1.Unnecessary treatment 2.Treatment complications 3.Failure to provide the proper treatment 4.Delay in correct diagnosis 5.Additional and unnecessary diagnostic testing. 6. legal implications. These consequences result in increased cost in time and personnel effort, and often in poor patient outcomes. In order to achieve the highest level of accuracy and reliability, it is essential to perform all processes and procedures in the laboratory in the best possible way. The laboratory is a complex system, involving many...
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... 10 * RESPONSIBILITY 11 * DISCOVERY AND DEVELOPMENT 12 4. COMPENETCY MAP 13-18 5. HUMAN RESOURCE DEPARTEMENT 19 6. PERSONNEL DEPARTMENT 20 7. ADMINISTRATIVE DEPARTMENT 21 8. RATIONALE AND OBJECTIVE 22-23 9. COMPETENCIES MAPPING AT MSD INDIA...
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...students in your secondary (or adult) level course will have that address each topic and student learning outcome. Please insert your response under each numbered item below. 1. This assignment will be the beginning of your Competency Statements for your CDA Professional Resource File. You will complete the first paragraph of your statement within the following guidelines and rubric requirements: CSI Competency Statement I (To establish and maintain a safe, healthy learning environment): Begin your Reflective Statement about this Competency Standard with a paragraph describing how your teaching practices meet this Standard. Once you have completed this paragraph, you will put it in your CDA Professional Resource File with paragraphs a, b, and c following. (these will be assigned separately) (SLO 1) 2. Choose and complete a lesson plan for an activity that can be implemented with children and families to promote knowledge of nutrition. May include, but not limited to the following: * Eating Healthy Foods * Identifying nutritious foods * Meal Planning * Healthy Meal practices (Use the given Activity Template) (SLO 2) 3. RC I-2: A copy of one weekly menu. In order to complete your related Reflective Competency Statement on the topic, the menu would ideally be one that you have participated in serving to and/or designing for children. If this is not possible, or if you work in a program that does not serve meals, you may...
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...(RBEC) where the emphasis is on the fairness of the strategic approach focused on the cognitive development of the learner in the major subjects. With the emerging challenge to compete with the standards set by the countries globally. Our government has taken the initiative to implement changes in our educational system to make the students competitive enough to meet the said standards. This gives way to the birth of the K to 12 Curriculum in the Philippines. The implementation of the K-12 program that was established by the virtue of RA 10533 last June 2013 leads our Philippines Education System to lot of changes. Changes to be make for the betterment of the society. The Philippines is committed to achieving its Education for All (EFA) goals not only for the...
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..................................................................................................... 2 PA2 Examination ................................................................................................................................................... 2 PA2 Course ........................................................................................................................................................ 2 Prerequisite Courses for the PA2 Examination .................................................................................................. 3 Competency Weightings ....................................................................................................................................... 3 Structure of the Examination ................................................................................................................................ 5 Examination Competency Coverage ..................................................................................................................... 6 Scoring Model and Evaluation of Candidate Performance ................................................................................... 6 ©CGA-Canada, 2011 1 CGA-Canada PA2 Examination Blueprint 2011/2012 PA2: Strategic Financial Management Examination Blueprint 2010/2011 About the Examination Blueprint The PA2: Strategic Financial Management examination has been constructed using an examination blueprint — a widely accepted tool...
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...SAMPLE TECH WRITING PROPOSAL INTRODUCTION AND DISCLAIMER This is an altered version of a real Tech Writing project submitted by a student and passed by an Evaluator. There is no guaranty that either the original version or this altered one would pass evaluation if submitted today. Despite our best efforts to provide consistent evaluation across all students and projects, Evaluators are human and are allowed latitude in grading. Additionally, your interpretation of what you see is likely to be different from the interpretations of others; in other words, even if you strictly follow the model of this paper, there is no guarantee of immediate success with your project. The original work was altered to mask the identity of its author and the various commercial products mentioned. References and their citations were also masked because no effort was made to determine whether other changes affected their validity. The inserted Comments indicate only that all required TaskStream sections are present, not that they are correctly completed for all types of projects. The best that can be said about the original work is that an evaluator found the work submitted to be sufficient to the task. Viewing this sample may or may not produce a similar result for you. Bottom line: You are the author of your work. We hope this sample helps to dissipate some of the uncertainty that surrounds the Capstone Project, but it cannot guaranty a trouble-free process. IMPORTANT: For maximum benefit...
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................................................................................................ 2 PA1 Examination ................................................................................................................................................... 2 PA1 Course ........................................................................................................................................................ 2 Prerequisite Courses for the PA1 Examination .................................................................................................. 3 Competency Weightings ....................................................................................................................................... 3 Structure of the Examination ................................................................................................................................ 5 Examination Competency Coverage ..................................................................................................................... 6 Scoring Model and Evaluation of Candidate Performance ................................................................................... 6 ©CGA-Canada, 2014 1 CGA-Canada PA1 Examination Blueprint 2014/2015 PA1: Issues in Professional Practice Examination Blueprint About the Examination Blueprint The PA1: Issues in Professional Practice examination has been constructed using an examination blueprint — a widely...
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...Contemporary Human Resource Management Summary This is a report regarding the human resource function of Harrison Brothers Company addressing the company’s CEO. In order to collect the needed information, interviews with the Human Resource, Store and Operations Manager were conducted. HR and store managers completed a questionnaire regarding their perceptions of the HR department’s responsibilities. There is a problem with high rates of turnovers and labor shortage. Issues with the employees’ training and development must also be dealt with. Recommendations for a more efficient recruitment and selection process as well as performance management and reward system are made in the report. The aspects of discipline and change management are also discussed. Finally, a new structure of the HR department and of the company in general is being proposed. TABLE OF CONTENTS Summary………………………………………………………………………………………......2 Contents…………………………………………………………………………………………...3 List of figures……………………………………………………………………………………...4 1. Labor shortage………………………………………………………………………………...5 2. Recruitment campaign………………………………………………………………………...5 3.1 Recruitment sources…………………………………………………………………….....5 3.2 Targeting a specific group through positive action………………………………………..6 3.3 Realistic job preview (RJP)…………………………………………………………….....6 3. Selection…………………………………………………………………………………….....6 4.4 The interviews……………………………………………………………………………..6 4.5 Personality and...
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...EMOTIONAL INTELLIGENCE- DEFINITION Emotional intelligence (EI) describes the ability, capacity to identify, assess, and control the emotions of one's self, of others, and of groups. In other words, it is the ability to perceive, control and evaluate emotions of self or others Emotional intelligence is about how we manage our actions with both others and ourselves as a result of the emotions we feel. Peter Salovey and John D. Mayer -“the subset of social intelligence that involves the ability to monitor one's own and others' feelings and emotions, to discriminate among them and to use this information to guide one's thinking and actions” (1990) Four factors of EI 1. the perception of emotion 2. the ability reason using emotions 3. the ability to understand emotion 4. the ability to manage emotions IMPORTANCE OF EI : Emotions play a significant role in the way people work with one another and therefore affects profits. An individual with high EQ reacts after both feeling an emotion and thinking about an event. Others with less developed skills would often react only after feeling the emotion without much thinking. Extremely smart people can have low emotional skills while others who are not so gifted in standard IQ can exhibit relatively high emotional skills. Emotions affect how one behaves with oneself as well as with other people, especially during conflicts. This is why management of our emotions has become especially important.IQ is a given...
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...new approach to assessing leadership dimensions, styles and context An Article published in Competency & Emotional Intelligence Quarterly, Winter 2003. The new Leadership Dimensions Questionnaire brings together the latest thinking on competencies, emotional intelligence and intellectual ability; its authors, Victor Dulewicz and Malcolm Higgs, explain their research process and the ways in which the LDQ can be applied. INTRODUCTION A new model of leadership It has been estimated that, in 1999 alone, more than 2,000 books were published on the topic of leadership. A recent search on the Library of Congress database revealed in excess of 8,000 books on the subject. Higgs (2002) conducted a wide-ranging review of the development in thinking on the nature of effective leadership. In particular, he looked at the literature from a “sense-making” rather than discovery perspective (Weick, 1995). One part of a pattern to emerge from his review is that the personality of the leader is a determinant of their effectiveness (eg, Hogan and Hogan, 2001; Collins, 2001). The second element of the overall pattern is that effective leaders differ from each other through the exercise of a relatively small range of skill or competence areas (eg, Kouzes and Posner, 1998; Goffee and Jones, 2000; Higgs and Rowland, 2001; Hogan and Hogan, 2001). The way in which these skills and competencies are exercised is not prescribed, but is the function of the underlying personality of the leader...
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...contribute to the human capital vision and the agency’s broader strategic planning process. In order for an agency to be strategically aligned, key leaders must be involved. This requires HR staff to coordinate with stakeholders and managers in achieving the agency’s mission, goals, and organizational objectives. The following are potential results of strategic alignment in the area of HR: HR professionals and key stakeholders are involved in the agency strategic and workforce planning efforts. The HR function is adequately staffed and prepared, in competencies and resources, to proactively partner and consult with line managers. The HR staff reaches out to other organizational functions and components through facilitation, coordination, and counseling to provide integrated mission support. USING SURVEY INSTRUMENTS Conducting surveys is an excellent method of collecting feedback to ensure HR staff is successfully coordinating with the agency’s key leaders. Such surveys can be distributed: In a paper-based format By email Via specified Web location. The following pages present a sample survey. September 2005 1 HR Strategy Survey Instrument for Key Leaders (continued) Sample HR Strategy Survey Our goal is to partner with you to define the agency as a place where our people are the best source of competitive advantage. To do this, we must focus on effective strategic, programmatic, and...
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...Study on “COMPETENCY MAPPING” (TITAN INDUSTRIES LTD., HOSUR) Prepared by RICHA JAUHARI Registration No: 11010121094 Under the Guidance of Dr Debashish Sengupta Prepared by RICHA JAUHARI Registration No: 11010121094 Under the Guidance of Dr Debashish Sengupta In partial fulfillment of the Course-Industry Internship Programme (IIP) in Semester II of the Master of Business Administration (July 2011-13) Industry Internship Programme (IIP) Declaration This is to declare that the Report titled “COMPETECNY MAPPING” has been made for the partial fulfillment of the Course: Industry Internship Programme (IIP) in Semester II (July 2011-13) by me at TITAN WATCH DIVISION,HOSUR under the guidance of Dr. DEBASHISH SENGUPTA . I confirm that this Report truly represents my work undertaken as a part of my Industry Internship Programme (IIP). This work is not a replication of work done previously by any other person. I also confirm that the contents of the report and the views contained therein have been discussed and deliberated with the faculty guide. Signature of the Student : Name of the Student (in Capital Letters) : RICHA JAUHARI Registration No : 11010121094 Master of Business Administration Certificate This is to certify that Mr. / Ms. ’Richa Jauhari’ Regn. No. 11010121094 have completed the report titled “COMPETENCY...
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...for a healthy growing business. It is an essential component for defining the goals and targets of the business. "The Balanced Scorecard is a tool that is widely used to help a company achieve its financial objectives by linking them to specific strategic objectives derived from the company's business model" (Pearce, 2013 ). This paper will reference Stater Bros. Kiddie Korner's values, mission, vision and SWOTT Analysis with the four perspectives of the scorecard that includes financial performance, customer knowledge, internal business process, and learning and growth. Financial Perspective/Shareholder Value Sater Bros. has strong values, vision, and mission statement. Having these elements in place will help our new division reach our goals and achieve targets. When evaluating financial perspectives and shareholder values, we must ask ourselves: “how can we ensure value and sustain financially moving forward?" The objectives of Sater Bros. financial perspective is to increase revenues, manage operating cost, and improve sales. To accomplish these goals, we will utilize our drop-in childcare service to increase sales. Customers will spend more time in the store without the hassle of having children in tow. Also, over time we will find new and innovative ways to decrease operating cost while adding value to our customers. We will accomplish this by using financial reports to evaluate out financial productivity and stability. ...
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