...MANAGEMENT SYSTEM Food safety is related to the presence of food-borne hazards in food at the point of consumption (intake by the consumer). As the introduction of food safety hazards can occur at any stage of the food chain, adequate control throughout the food chain is essential. You are required to integrate food safety into Environment, Health and Safety (EHS) management system. Please define the following: a. Correspondence or cross reference between food safety and EHS management system. ISO 22000, published on 1 September 2005, is a new International Standard designed toensure safe food supply chains worldwide and the first of a family on food safety management systems. Food safety management systems – Requirements for any organization in the food chain, provides a framework of internationally harmonized requirements for the global approach that is needed. The standard has been developed within ISO by experts from the food industry, along with representatives of specialized international organizations and in close cooperation with the Codex Alimentarius Commission, the body jointly established by the United Nations’ Food and Agriculture Organization (FAO) and World Health Organization (WHO) to develop food standards. Many organizations that use ISO 22000 systems are now choosing to also implement ISO 14001 and OHSAS 18001 compliant systems due to factors such as demands of government regulations, customers, risk management, market requirements and corporate...
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...Chapter 31 creates controlling and overly-bureaucratic policies. These policies outline employee procedures, in particular hiring, disciplining, promoting and evaluation procedures that are outdated and ineffective. Unions protect employees from unfair employment practices, yet some have hurt the overall staff morale and productivity. There is a deep and long standing perception of public employees that they are lazy and incompetent. This is far from the truth, but certain policies regarding hiring, promoting, and disciplinary actions are decreasing employee productivity. To incorporate motivational elements in the public sector and give more discretion to public managers, policies must be changed. When a manager would like to promote an employee, it is a long and drawn out process, that often after much effort is exhibited, the potential promotion falls through. Where the private sector motivates through financial incentives and promotions, the public sector has no tools to promote good work ethics. A public sector promotion must follow procedures and the department must open the promotion to every qualified employee in every City department, interview qualified applicants and finally chose the applicant most qualified. It’s obvious to see that the procedure is ineffectual as in the end the hiring authority will pick the original candidate. Public managers need...
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...with the security department. Having mitigation plan can be very important because of the amount of students that are on the campus they need to feel safe in their environment. In the critical incident management plan that the campus defines the authority, defines the terminology used in plan and in critical incidents, it also defines procedures for the delivery of timely response to incidents, and also defines the roles and responsibilities given to everyone. A brief over view of the critical incident plan involves critical incident reporting which should ideally be reported as soon as possible to a supervisor. The critical Incident action plan for the British Columbia Institute of Technology assumes immediate response, this includes police and fire. Then the plan has employee development along with the communication part of the plan, this is where pre incident communication will involve educating the staff and students. The next step of the incident plan involves Incident response evaluation then the ongoing work leads to training, where they train the staff to be ready for a proper incident response. One main exclusion they have left out of the critical incident plan would be the role of the parents in case of an emergency situation. After reading through this critical incident plan it seems like it is more focused towards if any students were to get...
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...Creating Behavior Change in a Staff Member Human service managers and staff members must develop methods to increase the efficiency and effectiveness of the individual staff members' professional behavior. Many of the same methods used by clinicians to change clients’ behaviors can also improve clinicians’ professional conduct. Human services managers, supervisors, and staff members who build a high level of trust, respect, and positivity with the rest of their staff is provided the necessary tools to improve staff behaviors (Murphy & Dillon, 2011). Because of the wide variety of responsibilities, work habits, and necessary behavioral changes in the human services field, however; no single technique can be successful in all cases. Rather, managers should work with employers to establish strategies to improve staff behavior on a case-by-case basis. These strategies are most effective when they combine several techniques to form a comprehensive plan of action. This plan can include goal setting, staff development, and training with incentives-based motivation. This type of approach successfully creates behavior changes in staff by creating a positive work environment, highlighting, and increasing efficiency, and building meaningful relationships between staff members and clients. Therefore, applying techniques to a hypothetical situation can better show how a manager would use the facts of a particular case to combine several techniques, creating a cohesive strategy to...
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...| GENTRAN MACHINERY | | | | | INDEX 1. Executive summary 1 2. SITUATIONAL ANALYSIS 1 2.1 rEASONS BEHIND JV 1 3. PROBLEMS IDENTIFIED 2 3.1 STARTEGY ISSUES 2 3.2 STRUCTURAL 2 3.3 SYSTEMIC & HR 2 3.4 CULTURAL 2 4. CRITICAL SUCCESS FACTORS 3 5. DECISION CRITERIA 3 6. RECOMMENDATIONS 3 7. EVALUATION OF RECOMMENDATIONS 4 8. ACTION PLAN 5 8.1 SHORT TERM 5 8.2 LONG TERM 5 9. CONTINGENCY PLAN 5 1. EXECUTIVE SUMMARY The case study analysis explains at length about the challenges faced by Gentran Machinery’s JV in Hangzhou, China. Mr. James Thompson, President of GM Pacific wanted a review of the problems and recommendations from an on-site visit and had allocated the responsibility to Bill Stevenson. Mr Stevenson’s report has identified cultural barriers and associated issues as the major hindrance to the performance of the JV. There’s apparent lack of cooperation between two sets of managers and it is compounded because of mutual distrust. He also identified the legacy of Hangzhou Construction Factory, autocratic style of management & the traditional Chinese system of always going to the superior for decisions. We have developed strategy map and underlying issues were identified on the basis of reasonable inferences drawn from the interviews’ findings. Finally, recommendations have been evaluated and long-term and short-terms solutions to above...
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...Chapter 1: About (inter)national critical infrastructures 1.1 Defining critical infrastructures A country’s critical infrastructures are the specific facilities, services and informational systems that are vital to its national security, economy, public health, and for the security and well functioning of the Government itself. The failure or destruction of such critical infrastructures could heavily weaken or threaten the latter. As such, both the management and protection of critical infrastructures go hand in hand. Each country is responsible for identifying the national infrastructures that are critical for its security and stability. However, there are certain infrastructures deemed critical by most states. Which are Romania’s critical...
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...Sociotechnical Design Analysis 1: Sociotechnical principles are integral to designing a system. Understanding and applying them increases the likelihood that the system will achieve optimal design and performance. The nineteen principles outlined in the article each contribute a concept that augments critical parameters such as productivity, effectiveness, and employee morale. Sociotechnical understanding is vital to system design because of the fast rate innovative technologies for information and communication are being developed and implemented. The dominance of these technologies require that sociotechnical principles be applied to maximize their effectiveness. The sociotechnical principles outlined in the article contribute to system design by explicitly proposing techniques and concepts that emphasize the critical nature of integrating technical and organizational aspects of system design. The principles are meant to support design by a wide range of disciplines, and their usefulness derives from the idea that they can be implemented across a variety of applications when supported by the proper tools addressing specific issues. 2: I would differentiate between the three major categories of principles using the area of application each category is intended for. The difference is revealed by the names of the categories. Meta principles are intended for an all-encompassing aspect of system design. This is different from Content principles which...
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...gather information about the specific assignment and characteristics of a single position relative to the job evaluation system’s four factors: Decision Making, Complexity, Purpose of Contact, and Line/Staff Authority. Because the PDQ is the official record of the position’s assignment, it is the basis of job evaluation decisions and documents information used for purposes of the Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), Fair Labor Standards Act (FLSA), employee selection, performance management and development, and workforce and staffing planning. Every position in the state personnel system must have an official PDQ on file. The PDQ is evaluated to determine the proper class for new, vacant, and filled positions. Although employees and supervisors are encouraged to work collaboratively to complete the PDQ, the supervisor and appointing authority are ultimately accountable for establishing the work assignment, as well as the completeness and accuracy of information within the PDQ. This guide is intended to provide general information and assistance in completion of the PDQ. Examples have been selected from a wide variety of jobs, at varying levels; are not presented in any hierarchical order; and are not indicative of a particular level or class of work. When to Write or Update a PDQ • When an appointing authority creates a new position. • When an appointing...
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...An Illustration on Developing an Analytical Job Evaluation System Free of Sex Bias A Systematic Approach to Pay Determination Free of Sex Bias Supplementary Book 1 Supplementary Book 2 Supplementary Book 3 Equal Pay Self-Audit Kit: A Proactive Approach for Employers to Achieve Equal Pay An Easy Read Guide is also available as a quick reference for all users including employers of small business and employees in general. The publications are available at the EOC website. Should you require clarifications on these publications or obtain the hard copies, please contact the Equal Opportunities Commission. Enquiries Fax Email Website : 2511-8211 : 2511-8142 : eoc@eoc.org.hk : www.eoc.org.hk AN ILLUSTRATION ON DEVELOPING AN ANALYTICAL JOB EVALUATION SYSTEM FREE OF SEX BIAS TABLE OF CONTENTS Page Introduction Part 1 Part 2 Part 3 Part 4 Analytical Job Evaluation Selection of Factors for Job Comparison Defining Factor Levels Developing a Scoring System Job Evaluation Template Part 5 Appendix 1 Appendix 2 Introducing a Gender-neutral Job Evaluation System Job Description Template Sample Factor Level Definitions 1 2 7 12 15 19 20 24 25 INTRODUCTION This is a supplementary book to the “Guide to Employers on Equal Pay between Men & Women”. The purpose is to illustrate the mechanism of an analytical job evaluation system that is free of sex bias. The tool presented is not intended to be a prescribed job evaluation methodology for compliance with...
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...ISO (the International Organization for Standardization) ISO (the International Organization for Standardization) is a worldwide federation of national standards bodies (ISO member bodies). The work of preparing International Standards is normally carried out through ISO technical committees. Each member body interested in a subject for which a technical committee has been established has the right to be represented on that committee. International organizations, governmental and non-governmental, in liaison with ISO, also take part in the work. ISO collaborates closely with the International Electrotechnical Commission (IEC) on all matters of electrotechnical standardization. ISO 9000 The ISO 9000 family addresses various aspects of quality management and contains some of ISO’s best known standards. The standards provide guidance and tools for companies and organizations who want to ensure that their products and services consistently meet customer’s requirements, and that quality is consistently improved. Standards in the ISO 9000 family include: * ISO 9001:2008 - sets out the requirements of a quality management system * ISO 9000:2005 - covers the basic concepts and language * ISO 9004:2009 - focuses on how to make a quality management system more efficient and effective * ISO 19011:2011 - sets out guidance on internal and external audits of quality management systems. ISO 14000 The ISO 14000 series of standards was developed by ISO Technical Committee...
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...TCHE2079 – Tertiary Teaching and Learning This model is from a different subject, but the process of evaluation is the same. Evaluating a Source 1. Refer to the most important source (book/article/webpage) you used in your Synthesis Essay. Respond to the topics and questions below and evaluate the source. Source: Davies M 2009, „Computer assisted argument mapping: a rationale approach‟, Higher Education, vol. 58, no. 6, pp. 799-820. Full citation of the source, according to RMIT referencing guide for “Reference Lists” Topic Evaluation Authority (50 words) Is that author an expert? What evidence is there to support this? Martin Davies is an expert in this field. I Googled his name and found that he has 2 doctorates and is presently a Senior Lecturer in Higher Education in the Teaching and Learning Unit and an Honorary Research Fellow in the Department of Economics at Melbourne University. His page on the Melb. Uni. website lists all his publications (about 70), many of which are concerned with critical thinking in tertiary learning. Validity & Accuracy (50 words) How do you know the information is accurate? Is it from a valid source, e.g. an educational institution? Find out if it is peer reviewed or been passed by an editorial panel, eg is it in a refereed journal? His article includes an appendix in which he has placed all the data from the quantitative study he conducted. Though I can‟t be sure that this data were analysed correctly...
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...Critical Thinking and Ethics Yoletta L. Cunningham GEN/201 (BSCS1J0YC6) November 16, 2015 Pamela Boronkay Abstract Critical Thinking and Ethics Personal ethics influence critical thinking because significant impact in effective problem solving is directly based on personal beliefs. A person’s ethical beliefs must coincide with the standards of their profession and one’s personal principles are reflected in the way that problems are solved. The objective analysis of an issue to form a judgement is the exposition of critical thinking. The process of critical thinking includes knowledge, comprehension, application, analysis, synthesis, and evaluation. Acquiring knowledge to potentially resolve the issue would be the first step in critical thinking followed by comprehension. Comprehension is simply understanding what the issue is and obtaining facts to support the position. At this point all the information attained by the individual should be gathered and applied for analysis where the definite approach will be decided. Next, synthesize the ideas and conclude which outcomes would be favorable. Finally, execute the final decision and evaluate the results. Government Officials, Politicians, and Influential Leaders should only serve with ethics in favor of the people that they impact but they are unable because they’re human. The way that we affect others is a product of Nature vs. Nurture. One’s upbringings, experiences, and surroundings effect...
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...The structure involves checking the frame of the policy and assuring whether the contents that are aspired from the policy covers all the intended purpose stated in the policy. The process evaluation involves how this policy of independent practice authority for APRN will be implemented into the practice. For the new policy involving independent practice authority for APRNs in the State of Texas, we have to find out how many APRNs are practicing independently in the state of Texas.The evaluation of the outcome can be carried opinion polls, customer satisfaction surveys and comparingAPRN performance in regional, national, and insurance quality performance benchmarks.Besides that, evaluation of intended outcome can be done through finding out the percentage of emergency room visits after implementing the current policy.Also, evaluate whether the shortage of primary care has improved after obtaining independent practice authority for APRNs. The cost effectivenesses of APRN can be evaluated by comparing the expenditure at an APRN service to a physician practice. Document...
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...produced are greater than the sum of their individual capabilities. It also requires re-thinking the remit or boundaries of organisations within which leadership is to be distributed and respected. This is particularly relevant when considering partnerships to deliver single outcome agreements that have previously been the responsibility of one body, or several bodies in isolation. These are challenges to which public sector organisations (and those with a statutory remit to deliver) must now respond. This recognises that “expertise is owned by the many rather than the few” (Gronn, 2002), and requires trust and a multi-agency approach for successful delivery. Working in partnership is a crucial task for councils, police forces, health authorities and NHS trusts. The number of partnerships is set to increase,...
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...CAC/RCP 1-1969, Rev. 4-2003 - Annex Page 21 HAZARD ANALYSIS AND CRITICAL CONTROL POINT (HACCP) SYSTEM AND GUIDELINES FOR ITS APPLICATION Annex to CAC/RCP 1-1969 (Rev. 4 - 2003) PREAMBLE The first section of this document sets out the principles of the Hazard Analysis and Critical Control Point (HACCP) system adopted by the Codex Alimentarius Commission. The second section provides general guidance for the application of the system while recognizing that the details of application may vary depending on the circumstances of the food operation.2 The HACCP system, which is science based and systematic, identifies specific hazards and measures for their control to ensure the safety of food. HACCP is a tool to assess hazards and establish control systems that focus on prevention rather than relying mainly on end-product testing. Any HACCP system is capable of accommodating change, such as advances in equipment design, processing procedures or technological developments. HACCP can be applied throughout the food chain from primary production to final consumption and its implementation should be guided by scientific evidence of risks to human health. As well as enhancing food safety, implementation of HACCP can provide other significant benefits. In addition, the application of HACCP systems can aid inspection by regulatory authorities and promote international trade by increasing confidence in food safety. The successful application of HACCP requires the full commitment and involvement...
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