...Risk-Threat-Vulnerability IT Security Policy Definition Unauthorized access from Public Internet Acceptable Us Policy User Destroys Data in application and deletes all files Asset Identification and Classification Policy Hacker penetrates you IT infrastructure and gains access to your internal network Vulnerability Assessment and Management Policy Intra-office employee romance gone bad Security Awareness Training Policy Fire destroys primary data center Threat Assessment and Management policy communication circuit outages Asset Protection Policy Workstation OS has a known software vulnerability Vulnerability Assessment and Management Policy Unauthorized access to organization owned Workstations Asset Management Policy Loss of production data Security Awareness Training Policy Denial of service attack on organization e-mail server Vulnerability Assessment and Management Policy Remote communications from home office Asset Protection Policy LAN server OS has a known software vulnerability Vulnerability Assessment and Management Policy User downloads an unknown e-mail attachment Security Awareness Training Policy Workstation browser has software vulnerability Vulnerability Assessment and Management Policy Service provider has a major network outage Asset Protection Policy Weak ingress/egress traffic filtering degrades performance Vulnerability Assessment and Management Policy User inserts CDs and USB hard drives with personal photos...
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...Graz University of Technology CATIA V5 Basic Training CAx in Automotive and Engine Technology 313.067 Dipl.-Ing. Michael Lang CATIA V5 Basic Training Graz University of Technology 2013 Preface The present script includes an introduction of the main features in the 3D design software package Catia V5. Beside the basic tools of 3D design, a number of exercises and examples point to different construction strategies in several applications. In addition to the primary functions, methods for the generation of solid components and assemblings are explained and executed by use of different examples. Training targets: Sketch mode Basic part design Enhanced features of part design Assembly design and product structure Generating drawings The script is based on Catia V5 Release 16 and will be updated continuously. To keep the paper up to date and to fulfill the requirements on the Catia V5 education at a high level, questions, critics and new inputs are sincerely welcome. Please write an email to: Michael Lang: michael.lang@ivt.tugraz.at 2 CATIA V5 Basic Training Graz University of Technology 2013 Table of contents 1 2 Introduction ..........................................................................................7 1.1. An excerpt of available workbenches ............................................................. 8 The user interface of CATIA V5 ...........................................................9 2.1. Graphic display .........
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...Legal Practice Assignment In legal terms, to be an athletic trainer means that an individual engages in the practice of athletic training. In relation, the phrase athletic training has many subsets of legal definitions. To begin, athletic taping is defined legally as to prevent, recognize, and evaluating injuries or illness sustained during some form of physical activity. Another legal definition of athletic training is to manage and administer the initial injury or illness that has been sustained in physical activity. Athletic training is also defined legally as rehabilitating and physically reconditioning injuries or illnesses sustained in some form of physical activity. To continue, one more legal definition of athletic training is to rehabilitate...
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...Mentoring and Coaching. Many FE institutions and Initial Teacher Training programmes now include mentoring and coaching support as part of their provision. The purpose of this review is to firstly establish a clear definition of the term mentor and coach, and ask why it might be important to establish a shared understanding of the terms. Secondly, to ascertain why mentoring and coaching has become so popular within further education. Thirdly, to identify how to best implement mentoring and coaching schemes into further educational settings, and finally to develop criteria to critically analyse the mentoring policy and procedures of one further education college and my own practice. Definition. Establishing a clear definition of the term mentor and coach from the literature reviewed is not a simple task; opinions differ depending on the context in which mentoring takes place and the individual perceptions of those involved. Adding to this confusion is the way the literature often uses the terminology of mentoring and coaching interchangeable with little or no agreement on their meaning. (Brockbank and Mcgill, 2006 p8) This may explain why there are so many different approaches to mentoring practice and why the concept of mentoring has altered over time. (Woodd, 1997, p4) One way the literature attempts to distinguish between the terminology of mentoring and coaching is by placing mentoring and coaching at opposite ends of a person/task focused continuum. With coaching...
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...Critically evaluate the usefulness of definitions of Human Resource Management in understanding the Hospitality Industry Human Resource Management (HRM) has been placed, at least in terms of prescriptive theory, above all the other primary activities of a business and the importance of HRM to businesses in general has been argued to be central and fundamental in order to better enable their business activities and for the fulfilment of their business objectives. In discussing the Resources, Competences and Strategic Capability of Businesses, Johnson and Scholes (1997, Ch 4, p147), say of HRM - “This is a particularly important area which transcends all primary activities. It is concerned with those activities involved in recruiting, managing, training, developing and rewarding people within the organisation”. Others have found evidence that HRM practices can significantly improve a firms performance and for example Dessler (2000 p18) cites research which claims as much as 30% differences (improvements) in financial performance which were attributed to differences in HR practices in banks. He continues to note a study (p 19) which identifies that in 97 metalwork manufacturing plants “Similar evidence of the HR-Performance link has been found”. Elsewhere, as Redman and Wilkinson, Editors (2001 Ch 1, p10) point out, Strategic Human Resource management (SHRM) theory holds that “an organisation’s human resource assets are potentially the sole source of sustainable competitive...
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...special education, training, or skill” . The main difference is some form of special education and training is required to be considered a profession and those same requirements are not necessary in order to have a job. For example, there is a hotdog vendor that sells hotdogs on the corner of a busy downtown street. No special education or training is required to do this job; conversely an architect designs buildings in that same downtown. The architect is required to have special education and usually attends other training throughout their career. To further clarify this point, one could go to the architect to buy a hotdog, but one would not seek out that hotdog vendor to design a building. Based on these definitions, the Army is a “Profession”. When a Soldier starts out in the Army, the individual attends what is the initial entry training that is where they start their special education and training. They learn basic soldiering skills along with learning the Army values and ethics. The Soldiers then continues their special education and training by completing advanced initial training. This usually consists of specialized training in the area of their Military Occupational Specialty which is the main job they will do while in the Army. While these two different types of training are completed early in their Army career, their education and training does not conclude at that point. As the Soldier continues their career, they must attend other training that requires...
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... There are different leadership training programs but the effectiveness of a training program, the degree of developmental experience and self-help activities also depends on the organizational conditions (Yukl, 2013 ). What are the facilitation conditions? 1. Support by the boss The role of the leader in the organization and his/her role in facilitating leadership skills development is well documented by researchers such as Hillman, Schwandt & Bartz, 1990; London & Mone 1987 & Valerio 1990. Bosses need to treat mistakes as learning experience and provide mentoring and coaching to subordinates. Support is also important before and after training. 2. Learning climate Yukl talk about creating a learning climate by making flexible job assignments to allow learning and development, flexible work schedule to allow time to experiment with new methods, financial support, arrange workshops and skilled speakers, establish sabbatical program, career counseling program, voluntary skill assessment, pay increase dependent of development, awards for innovation and improvements and use of symbols and slogans. However these conditions require a budget and flexibility in labor and payment laws. 3. System perspective on leadership development The training program and development activities needs to be aligned and must focus not only on the current position and skills needed but also on future positions. The choice of training should be made after strategic analysis...
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...for the restructuring: 1. On December 15, 2010, Pharma. Co. issued a press release announcing its intentions to terminate its operating lease. The lease agreement stipulates that written notice is required for early termination. The lease termination fee is $1.3 million. The company plans to vacate the leased plant and sign the lease termination agreement on January 31, 2011. 2. On December 27, 2010, Pharma Co. management communicated the one-time termination plan to its employees. The plan involves a reduction of approximately 120 employees. The workforce reduction is expected to be complete by January 31, 2011, and is expected to cost approximately $3 million. 3. Pharma Co. will incur a relocation cost of $500,000 and staff training cost of $1.5 million. Further, Pharma Co. has entered into irrevocable contracts with certain other relevant parties to affect the restructuring plan over the following 18 months. 4. The cost to dismantle the existing manufacturing operation is estimated to be $1 million. The company has, in a press release,...
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...audit can serve any of the following purposes: · · · · · · To clarify desired practices of HR work and roles within the organization (HR Department, Line Managers). To establish a baseline for future improvement. To evaluate current effectiveness. To standardize practices across multiple sites within a division or company. To assess current knowledge and skills required of HR practitioners. To improve performance levels to key customers within the organization. The Audit Process Step One--Defining Audit Statements Definition of desired HR practices can occur through in a variety of ways. A good starting point is to take some time and reflect on the legal requirements and programs that the department must administer. Simply listing them is a good first step. Next, consider your areas of responsibility and traditional HR practices covered by your function: They may include HR Planning, Staffing, Performance Management, Employee Relations, Compensation and Benefits, Training and Development, Safety and Wellness, Employee Surveys, and Communications. Finally, other areas to consider are company initiatives that the HR function may be required to support, i.e. internal...
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... | |Course title: | Table of Contents Introduction 3 Researching the topic 3 Name of topic 3 Definitions 3 Background information 3 Research methods and sources 3-4 Identify the needs 4 Coasting 5 Program delivery plan...
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...Coyle studies talent - what it is, the reason for it and its role in success. He visitsnine places that he considers talent hot-beds so as to observe talented people. He calls these places “the chicken - wire Havards” because they produce huge amounts of talents despite being small andhumble (p. 11).He begins with the definition of talent a s “the possession of repeatable skills that don’t dependon physical size” (p. 11, footnote). The objective of the first chapter is to prove to its readers thatdeep-practicing is the way skills are gained and show how this process contributed to the success of those who were trained through it. One of the concepts involved in this process is the sweet spot, andit is defined by Robert Bjork as the “optimal gap between what you know and what you’re trying todo.” (p. 19). “Deep practice” is the art of increasing learning velocity by “struggling in certain targeted ways – operating at the edges of your ability where you make mistakes ….” (p. 15). To understandhow this comes to play in training, the writer uses the examples of Brazilian soccer players and Edwin Link’s device for training pilots where “training in a particular way with a particular tool thatimproves skills” led to success. (pgs....
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...University College IFSM201 Section 7974 Semester 1309 Personally Identifiable Information (PII) and Data Breaches Knowing and training on personally identifiable information (PII) is important in today’s society. There has been research on data breaches and identity theft that links them both together. This is to help personnel have a clear understanding on the impact of what is at steak and an explanation of PII. Many businesses and organizations have different definition for PII because of the classification of data for each, and that is why understanding PII is important. Examples of PII include, but are not limited to the following: full name, maiden name, mother‘s maiden name, or alias; personal identification number, social security number (SSN), passport number, driver‘s license number, taxpayer identification number, or financial account or credit card number; address information, street address or email address; personal characteristics, including photographic image, fingerprints, handwriting, or other biometric data. How do you protect PII? Who has access to PII? Who are affected by data breaches and identity theft? How to prevent data breaches and identity theft? The research introduced in this essay is from Verizon along with multiple articles involving military and organizations. PII is defined definitely by military and organizations. Training along with knowing ways to prevent data breaches and identity theft helps today’s society protect PII. So what is PII? The...
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...Mohamed Abd el Rahman Afify Egifix Medical GDGB15 Workplace violence 1. Definitions of work place violence There is No single, uniform definition for workplace violence so far exists. Different relevant institutions and researchers have suggested several definitions and classifications. The terms used also differ. 1.1. The World Health Organisation (WHO) uses a broader definition and defines workplace violence as ‘intentional use of physical force or power, threatened or actual, against oneself, another person or against a group or community that either results in, or has a high likelihood of resulting in, injury, death, psychological harm, wrong development or deprivation’. 1. ------------------------------------------------- Justification of the Definition * Violence is intentional; the definition excludes unintentional incidents. * Violence is related to the health or well-being of individuals. According to WHO, certain behaviours may be regarded by some people as acceptable cultural practices, but are considered violent acts with important health implications for the individual. * It includes acts arising out of power relations, including threats and intimidation. * It opens the field of the consequences of violence to results that transcend damage and death and include psychological harm, deprivation and wrong development. * The definition implicitly includes all acts of violence, public and private, reactive or proactive...
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...CONTENTS EXECUTIVE SUMMARY INTRODUCTION - Definition of coaching - Definition of mentoring - Application Part A) Identify the process steps need to be taken to assess the learning needs of the organisation * Step 1: Perform needs analysis * Needs Assessments * 1) Organisation Analysis * 2) Task Analysis * 3) Individual Analysis * Step 2: Identify priorities and important * Step 3: Design Phase of training and development * Step 4: Implementation * Summary Part B) Identify and compare the costs and benefits that introducing a coaching system would involve * Cost * Benefits * Benefit 1: Recruitment and retention * Benefit 2: Continue Learning * Benefit 3: Several Skill Acquisition Part C) Identify KPIs that they should expect to achieve through the implementation process Part D) Identify the key stakeholders that will need to be involved in the process and how their support can be built. Part E) Case Study Example – ASDA Recommendations and conclusion EXECUTIVE SUMMARY High performance and contemporary company need to acquire a much broader set of skills if they are to survive in the world of modern business. The pace of change is unpredictable fast, partly driven by the advances in information technology and the pervading influence of globalisation – has become relentless. The complexity of work has increased while career paths have become less obvious due to the flattening...
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...sides of a discussion. Critical thinking is, in essence, the analysis, synthesis and evaluation of one’s experience, as it relates to the worth of the discussion at hand. The authors define critical thinking as, “the awareness of a set of interrelated critical questions, the ability to ask and answer critical questions in an appropriate manner; and the desire to actively use the critical questions” (p. 4). This paper will evaluate the nature of critical thinking as an intellectual process and apply that to the memorandum date October 10, 2012 to Cynthia Castle from Anil Ravaswami to determine if the issue stated of whether the CEO of the company, Cliffside Holding Company of Massapequa (CHCM) should invest $100,000 per year in leadership training program for junior insurance executives. Browne and Keeley (2010) make it clear that a critical evaluation cannot be done until the conclusion is found and instructs the critical thinker to find this by asking “What is the writer or speaker trying to prove”, and defines a conclusion as “inferred”, that is, derived from reasoning (p.26). DISCUSSION The 10 steps of the critical thinking model as discussed by Brown and Keeley (2010) include the following: 1. “What are the issues and the conclusions? 2. What are the reasons? 3. What words or phrases are...
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