...Case Study Analysis Majida Ismaili Alaoui COMM/215 November 25, 2012 Gretchen Treadwell The peer review process is a positive asset, and neutral tool. The benefit of the review, allowed me to pinpoint my weaknesses, and reinforce my strength in writing. The objectivity of the review, made me feel comfortable, and allow me to take the criticism from its positive side, therefore I will make a serious effort to rectify my mistakes and take in consideration my peers feedback. My reaction to the peers’ comments was positive as it helped me see the reader perspective to my work, which is a reflective mirror. In consequences, I reflected on the message I intended to send through this case analysis study. The peer review comments helped me mostly in accepting and to be open to other’s suggestions and feedback. Another positive aspect of this exercise is also acquiring the possibility to read and reflect on my peers work also and learn from their strength and weaknesses, so it is beneficial in both ways. The least helpful aspect in this review is that I wished that my peers gave me more palpable examples regarding what I should avoid and what I should reinforce. Carl the new campus recruiter for ABC, Inc., has promised Monica, the operations supervisor that he will deliver 15 new hires by June 15. Assuming that the process of hiring is as simple as he made it sound. These employees, according to Carl will be ready and capable to fulfill the company’s orientations. Carl is...
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...works for; such as Monica Carrolls and Joe from technology services. It will not be easy for him to get out of the mess he finds himself in, but it was lack of communication as well as procrastination that got him into this trouble in the first place so he needs to improve on his communication skills as well as set his priorities straight. Carl feels like he has failed everyone, and he feels that he cannot grasp the scope of where it began to go wrong. He thought he had the hiring process and the training process under control, he realized he was far from the truth. He will need to take control of the situation and build timelines for when areas of concern will be addressed accordingly. Carl Robin Carl finds himself way over his head in his new position as the new campus recruiter for ABC, Inc. His first as a recruiter was to recruit 15 people to work for the Monica Carroll the operations manager. He hired 15 people without really completing the required paperwork and whether or not they were qualified to fill the position requirements. Now Carl finds himself stressed out because he failed to get the testing complete and he realized that his training will conflicts with another trainer and the company software trained. Based on the information presented it is safe to say Carl procrastinated and he did not review the applications and he failed to send people to get drug tested in a timely manner. He made empty promises to Monica the operations supervisor and she is making...
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...------------------------------------------------- University of Phoenix Material New Hire Communication Peer Review Read the following sample student Week 3 New Hire Communication assignment. In the message, an HR staff member of ABC Company communicates the company’s culture, processes, procedures, and general information to new hires in emails. Sample Student Work: HR Email Communication for ABC Company New Hires Dear Employees, During Day 1 of the training, we will provide you an introduction and general company overview. On Day 2, uniforms will be issues and E-learning will begin. You will continue E-learning on Day 3 and complete it on Day 4. We will also assign you an area for you to start working on Day 4. Day 5 has no work for you to do. All employees must follow procedures. Employees must use the employee entrance and parking in the back of the building. If you arrive late to work, you must check in with your supervisor upon arrival. If employees need extra training, please inform the supervisor in the case they need extra training. Meal breaks are 30 minutes if working 8 or more hours. If working less than 8 hours, employees will get a 15 min break. Every first Monday of the month mandatory staff meetings take place in the conference department. You must attend the meeting. In the event you cannot attend, you must have prior approval from your supervisor. Our company is dedicated to providing the best retail experience to customers by offering competitive...
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...BSS003-2 Applied Integrated Business UNIT HANDBOOK 2013 – 2014 Contents 1. KEY INFORMATION 3 1.1 Introduction 3 1.2 Key Staff 3 1.3 BREO Site 3 1.4 Teaching location 4 1.5 Pod supervision 4 2. LEARNING OUTCOMES 4 3. TEACHING AND LEARNING STRATEGY 5 3.1 Approach to Learning 5 3.2 Group Work 5 3.3 Use of Technology 5 4. TRANSFERABLE SKILLS BEING DEVELOPED 6 5. ESSENTIAL AND RECOMMENDED READING 7 6. ASSESSMENT STRATEGY 7 6.1 Overview 7 6.2 Criteria for assessment 8 6.3 Quality of work 16 6.4 A note on Plagiarism 16 7. COURSE TIMETABLE 17 8. GUIDE FOR STUDENTS ON THE UNIVERSITY’S REGULATIONS 18 9. UIF Unit Information Form 19 Unit information form (UIF) 19 1. KEY INFORMATION Unit Title Applied Integrated Business Unit Number BSS003-2 Level of Study 2 CATS Points 60 Prerequisites This module can only be taken in conjunction with level 2 modules: SHR007-2 Leadership and Management AAF002-2 Management Accounting for Business MAR008-2 Marketing BSS003 -2 Management of Business Systems and Process/Operations 1.1 Introduction This unit continues the theme of integration which underpins the level one Business Studies Programme. It consists of projects based on real cases, which enable students to apply the theories and knowledge gained from the level 2 business units in a variety of realistic contexts – in service and production based organisations. The final project will be carried...
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...com/shop/tc160-full-course-latest-discussions-assignments/ week 1 Communication Technology (graded) Communication technology has evolved from cave paintings to smartphones. Select a communication technology, define it, and tell us the impact it had on society. Be sure to select a technology that has not been discussed already by another student. Our goal here is to explore as many different communication technologies as we can so that we can fully assess its impact on our world through all phases and types of communications. Digital Entertainment and its Impact (graded) Digital entertainment is any type of digital media used to entertain us, such as images, videos, audio files, and so forth. Select a type of digital media, define it, explain how it is used, and discuss its impact on society. Consider ethical, legal, medical, political, and social impacts. In your discussion, also consider age and gender. Finally, discuss how digital entertainment affects our communication. week 2 Freedom on the Internet (graded) The Electronic Frontier Foundation and the The Freenet Projectare two organizations whose purpose is to protect freedom on the Internet. Explore these organizations' websites and learn more about them. Select one to write about in your post. Tell us what the organization is working on or what it has accomplished in the past. Have its efforts benefited freedom on the Internet? How? Net Neutrality (graded) What is net neutrality? Review the website Save the Internet to...
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...com/shop/tc160-full-course-latest-discussions-assignments/ week 1 Communication Technology (graded) Communication technology has evolved from cave paintings to smartphones. Select a communication technology, define it, and tell us the impact it had on society. Be sure to select a technology that has not been discussed already by another student. Our goal here is to explore as many different communication technologies as we can so that we can fully assess its impact on our world through all phases and types of communications. Digital Entertainment and its Impact (graded) Digital entertainment is any type of digital media used to entertain us, such as images, videos, audio files, and so forth. Select a type of digital media, define it, explain how it is used, and discuss its impact on society. Consider ethical, legal, medical, political, and social impacts. In your discussion, also consider age and gender. Finally, discuss how digital entertainment affects our communication. week 2 Freedom on the Internet (graded) The Electronic Frontier Foundation and the The Freenet Projectare two organizations whose purpose is to protect freedom on the Internet. Explore these organizations' websites and learn more about them. Select one to write about in your post. Tell us what the organization is working on or what it has accomplished in the past. Have its efforts benefited freedom on the Internet? How? Net Neutrality (graded) What is net neutrality? Review the website Save the Internet to...
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...change. The top management level recognized the need of a change. The San Diego County Regional Airport Authority (SDCRAA) was created by a California state law in October 2001. In this case, the change was motivated for the need to be seen differently in the marketplace. b) Develop the goals of the change. It was necessary to determine the importance of the change. Two broad but interdependent categories of initial activity emerged: developing the transition plan and dealing with the legal and regulatory issues. Both problems and improvement chances were evaluated and made. The group lead by Thella Bowens understood the importance of SDCRAA quickly becoming a standalone agency and recommended revising the existing strategic plan, to hire staff to research, discuss, and create a transition plan, and to conduct retreats with employees from multiple organization levels. c) Select a change agent. The change agent is the person who takes leadership responsibility to implement planned change. Thella Bowens was the senior director of the Aviation Division within the Port of San Diego International Airport that was responsible for operating the change. She was well positioned to lead this effort and she took the senior team from the old Aviation Division to an off-site workshop to discuss the creation and management of an effective transition process. Later, the Senior team member Angela Shafer-Payne, then director of Airport Business Administration,...
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...Assistant Manager. Those who work in the field of human resources know firsthand the challenges in creating a job description, recruiting, interviewing, testing, hiring, training and developing employees. It seems the HR process is never fully complete and it is through a job experience as a Senior Manager and through research of human resource theories and topics that fully examine the challenges in doing so. This paper is a theory of what would happen when hiring a replacement for a management position and will outline a job description, recruitment and selection strategy as well as testing and interviewing for the position. This paper will also discuss job performance, evaluations, salary and training and development. The first step in finding a replacement for the position would be to create a job description. According to Dessler (2011), a job description is a written analysis of what the jobholder actually does, how the responsibilities are performed and under what conditions. The knowledge, skills, responsibilities and stipulations are then written down to use a basis for assortment. This was a very challenging aspect of this process. It was hard to qualify and quantify all that embraces the position. However, having an accurate and complete job description helps ensure of attracting the right potential candidates for the position and that one have highlighted the most important and valuable skills needed. The job description can also be used later in development of a recruitment...
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...Running Head: CAREER DEVELOPMENT PLAN SUMMARY As part of the merger and new business strategy, it becomes necessary to reorganize the company to accommodate both staff and create new sales teams. To determine the staffing needs of the sales department it also becomes necessary to evaluate the sales position. Since the business strategy has dramatically changed, the sales position has dramatically changed as well. New job analyses and workforce plans need to be created and new teams selected. While there are numerous selection methods, the selection methods determined appropriate for this new sales team is a peer assessment, an interview, and recommendations. It has become necessary to create five new positions. The positions will consist of: (1) Senior Manager, (1) Sales Team Leader (3) Sales Representatives. Focusing on the talent available and the identified job descriptions a review of the available employees was performed, placing emphasis on the soft skills, which are harder to develop. It is my recommendation that for these newly created positions we hire out side of the company. It’s a great idea to consider an internal candidate for a critical position opening and compare him to the slate if outside candidates. (Tolan, 2008) InterClean is committed to being open to a diverse culture not only in terms of race, gender, or sexual orientation but in terms of knowledge, skills, attitudes, backgrounds and experience. (Javitch, 2008) Listed below are...
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...Accreditation Audit: AFT2 task 2 1 Accreditation Audit: AFT2 Task 2 Confidential—For internal use only to support performance improvement activities. This information is provided within the confidentiality protections of state statute. It is not to be distributed outside the quality assurance, performance improvement, peer review process. Accreditation Audit: AFT2 task 2 2 Analysis of Key Components RCA: Child Abduction Please note that the root cause analysis and action plan must show evidence of an analysis within the key components as outlined on the root cause analysis matrix for the specific type of event. An area on the matrix that may not have an identified process breakdown should still be summarized to determine that the component was evaluated. Brief description of event Briefly summarize the circumstances surrounding the occurrence including the patient outcome (e.g., death, loss of function). A 3-‐year-‐old female pediatric patient...
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...experience” that sets it apart. By explicitly communicating what makes your firm unique, you can dramatically improve employee engagement and performance. What It Means to Work Here by Tamara J. Erickson and Lynda Gratton IT’S THE HR EQUIVALENT OF KEEPING UP | 104 Harvard Business Review March 2007 | hbr.org Jason Greenberg with the Joneses: In their quest to find and retain top talent, businesses often try to match competitors’ offers, ensuring that their compensation schemes, health care benefits, training programs, and other talent-management practices are in line with the rest of the industry’s. While this strategy may be useful for bringing job candidates to the door, it’s not necessarily the most effective way to usher the right people across the threshold – great employees who will be enthusiastic about their work and fiercely loyal to the organization and its mission. What It Means to Work Here Nor does marching in lockstep with industry standards prompt companies to consider what’s unique about their histories and values or potential employees’ attitudes about work. Certainly, reasonable pay and a breadth of health care options matter to prospective hires, as do the tasks they’ll have to perform. But people also choose jobs–and, more important, become engaged with their work – on the basis of how well their preferences and aspirations mesh with those of the organization. Imagine yours is one of three job offers a talented candidate is mulling...
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...City of McMinnville Succession Plan & A Model for Small Tennessee Municipalities 1 Table of Contents Building a case for Succession Planning ....................................................................................... 6 National Statistics ........................................................................................................................ 6 Tennessee Public Management Statistics (TCMA) .................................................................. 8 Succession planning a component of Workforce Planning ......................................................... 8 Benefits of Succession Planning ................................................................................................. 10 Competencies ............................................................................................................................ 10 Timing ........................................................................................................................................ 11 Foundation ................................................................................................................................. 11 Additional Information and Preliminary Work .......................................................................... 12 Mission, Vision, Values, and Goals ...........................................................................
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...The human resource department is an important component for most organizations as they are tasked with many responsibilities in helping an organization operate successfully. Depending on how the human resource (HR) department is setup and the leadership within this department determines the viability of this department and whether or not they are perceived as an asset to an organization. Often times there are organizations that have a really good HR department that is valuable to the organization, then there are HR departments that are seen as a waste of money and should be outsourced (Marr, 2014). As with most employees, everyone has expectations of what a HR department should be and how it can be used as a resource by employees. In my current position, I have been working with my organization for approximately 9 years and have only had to deal with HR on a few occasions. My expectations of the human resource department is that they are seen as resource for employees to feel comfortable and confident in contacting when there is a problem and understanding that human resources are there to use when needed. Below I have listed some of my expectations of what a human resource department is for. These include: * Planning for Manpower- based upon goals for the organization, the HR department needs to determine how many employees are needed to achieve these goals. * Recruiting and Hiring-this should be one of the most important jobs for the HR department in order to obtain...
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...Overview Any individual who experiences or observes inappropriate behavior in the workplace is authorized to address these behaviors that do not align with the LAM Consulting Values-Based Code of Conduct. LAM Consulting has a review board consisting of owners, managers, and employees that will have monthly meetings to go over the present ethics training. These audit team members will discuss whether the current program is in compliance with current laws and regulations. The audit team will assess whether the program is being administered correctly to current new hires. The team will then discuss possible options for enhancing the current program with new ideas. Any employee that is not appointed to the audit team can voice their ideas in written format to their manager. Remember R E S P E C T · Responsibility. Be responsible for your own actions. · Etiquette. Be polite and considerate while demonstrating awareness and acceptance of diversity. · Support. Take pride in your co-workers effort and ensure they have the support of others. · Professionalism. Adhere to the values and policies, and professional and regulatory standards and practices. · Education. Take the initiative to further yourself for the company. · Communication. Use clear and concise wording to give direction or provide constructive feedback. Remember your body language. · Teamwork. Treat all co-employees as a valuable member of the team. Training Training will consist of one...
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...four-step Personal Branding Process (Discover, Create, Communicate, Maintain), this jump-starts the Discovery stage. You will spend time finding key information and career opportunities on your selected organization that will be used in composing your resume, cover letter, personal brand pitch, online applications, and interview responses. Tasks You will: 1. Identify the name, and other criteria, of a company/organization (Part 1) for whom you would like to work, the Focus (Part 2), and its Competition (Part 3) and submit these in one document to the Blackboard Assignment Drop Box in a Microsoft Word document, by Friday, September 2, 2011 2. Review its website, if available, and other resources uncovered through our “Discovery Project” lecture for essential information that will be used in marketing yourself as a prospective hire 3. Collect and record this information so that you may draw from it and build your brand for future assignments 4. Compare and merge your and your organization’s brands so that you will gain experience promoting yourself to an array of employers 5. Submit the remainder of the Project (Parts 4 and 5) for grading in the Blackboard Assignment Drop Box by 5 p.m., Friday, September 9, 2011 Note: for both submissions, you may download this assignment requirements sheet keeping all or only the relevant Parts to submit on the two due dates. There are several suggested resources for this assignment: • The relevant classes and captured lectures for...
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