...Assessing the Current Situation Capella University NPM 6108 Lisa Dennis 1605 Peachtree Street NE, Atlanta, GA 30309-2955 (404) 870-7700 ldennisldennis@yahoo.com Instructor: Dr. Boyd Johnson Organization Overview AIDS ATLANTA, Inc. is a non-profit 501(c) 3, which was incorporated in Georgia. AID Atlanta Inc. is a small organization by revenue operating in the Non-Profit & Professional Orgs. Industry. AIDS ATLANTA purpose is to provide financial and supportive services to those infected and affected by HIV/AIDS and to create awareness and prevention education programs in the community which has yet to overcome the challenges of stigma, discrimination and denial of the epidemic. AID Atlanta, Inc. has been saving and transforming lives since its inception in 1982. The agency was founded as a grass-roots response to the devastating and fatal impact HIV/AIDS was having on the Atlanta community. AID Atlanta quickly began expanding to offer a broader range of services, and has since grown to be the largest and most comprehensive AIDS Service Organization in the Southeast United States (www.aidatlanta.com, 2011). Role of Board of Directors Nonprofit boards generally have the duties of selecting and working with the Executive Director, amending bylaws, approving the annual budget and long-term strategic plans, and ensuring its own succession. There are 24 members on the Board of Directors, with 6 Department Heads Directors of Aid Atlanta. The Executive Director...
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...TONE at the Issue 55 / April 2012 TOP Exclusively for Senior Management, Boards of Directors, and Audit Committees Ethical Dilemmas What rationalization does a company make to justify a corporate culture where ethics are ignored? In recent years, greed, fraud, and a lack of ethical conduct have led to the collapse of many organizations. A variety of internal and external pressures can lead companies down the wrong path. And once the first misstep is taken, it’s a slippery slope to hurting stakeholders, the community, and your reputation. This turmoil and damage could have been avoided if organizations had chosen to maintain an ethical corporate environment, exercising integrity-rich behavior and ensuring the tone at the top was above reproach. This issue of Tone at the Top presents suggestions for creating and promoting an ethical corporate climate and the role internal auditors can play in helping ensure the environment supports ethical decisions and behavior. Code of Ethics It’s important to note that internal auditors adhere to their own Code of Ethics, which is included in The IIA’s International Professional Practices Framework (IPPF). The Code of Ethics mandates that internal auditors behave and practice with: n Integrity. n Objectivity. n Confidentiality. n Competency. It also delineates rules of conduct under each of the principles. A code of ethics is necessary and appropriate for the profession of internal auditing, founded as it is on the trust placed...
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...5.5 Performance Management 8 5.6 Reward Management/Compensation 9 5.7 Employee Relations 9 6 CONCLUSION 10 7 REFERENCES 11 8 APPENDIX 1 – TRANSCRIPT OF INTERVIEW 11 COMPANY PROFILE Rede Eléctrica Nacional (REN) is a Portuguese energy company which operates in two major businesses and is the current concession holder for: * The transmission in very high voltage electricity and overall technical management of the National Electricity System; * The transport of high-pressure natural gas and overall technical management of the National Natural Gas System, guaranteeing the reception, storage and regasification of LNG and underground storage of natural gas. REN also operates in the telecommunications business via RENTELECOM, which includes a range of services, such as infrastructure, managed services and consultancy. The internationalization of REN's operations is a business that is taking its first steps, and received a new impulse with the entry of strategic international partners (State Grid and Oman Oil) into the company capital. REN seeks to be one of the most efficient European energy transmission system operators, while creating value for its shareholders within a framework of sustainable development. REN has adopted the Anglo-Saxon model of management and supervision. This includes a Board of Directors, which manages the company's business affairs, and an Audit Committee, which supervises and monitor's the company' activity. HR HEAD PROFILE Mrs...
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...PREMIER COLLEGE DOCUMENT RETENTION POLICY January 20, 2016 POLICY STATEMENT POLICY STATEMENT Premier College has developed a document Retention Policy to protect and preserve all critical documents as required by state and federal laws. The College is responsible for retaining paper and electronic documents in a safe and secure environment to ensure the basic values of accuracy, confidentiality, security, and proper archiving as well as proper document destruction once documents have served their purpose. This Policy is also for the purpose of aiding employees of the organization understanding their obligations in retaining electronic documents including e-mail, Web files, sound and movie files, PDF, TIFF, TXT files and documents, Calendars, Computer usage logs, Internet usage logs, Databases, and all Microsoft Office or other formatted file. This policy is written with considerations for compliance with federal mandates and acts including The Sarbanes-Oxley Act, Health Insurance Portability and Accountability Act (HIPPA), The Fair Credit and Accurate Transaction Act (FACTA), Gramm-Leach-Bliley (GLB) and other federal, state and local mandates. EFFECTIVE DATE This Policy is effective as of January 20, 2016, (the “Effective Date”) and applies to all documents created after the Effective Date. However, to the extent possible, the Policy will be applied to all documents regardless of creation date. LEGAL HOLD A legal hold suspends all document destruction...
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...CURRICULUM REVISION A CONCEPTUAL MODEL to Support Curriculum Review, Revision, and Design in an Associate Degree Nursing Program B E T T Y W. D AV I S P A R T I C I PAT I O N IN CURRICULUM DESIGN of program outcomes has been identified as a core competency for nurse educators A N D E VA L UAT I O N (Billings & Halstead, 2009; Southern Regional Education Board, 2002). Facing declining NCLEX-RN® pass rates, faculty at an associate degree nursing program at a public community college in Mississippi responded to the National League for Nursing ([NLN] 2005b) call to transform nursing education by undertaking an intensive critique of its curriculum and program outcomes. Based on this analysis, a conceptual framework was created to guide curriculum revision, development, and implementation. The framework provides structure for ongoing and systematic curriculum review and revision. A review of the literature revealed the need to move from a teaching-centered to a learning-centered approach to teaching. Learning-centered institutional design is reflective of a number of principles: the need to bring about substantive change in participants; the full engagement of learners and the mindset that students bear primary responsibility for personal choices; multiple learning options to appeal to students’ preferred learning styles; the enhancement of collaboration; educators as learning facilitators; and measurement of success through the documented improvement...
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...Assignment - Week 8 Introduction The concept of enrollment management emerged in the 1970s and has developed into a strategic way of recruiting, retaining and graduating students. Rather than taking a “shotgun” approach with “get as many as you can” results, enrollment management strives to proactively plan for long-term enrollment and retention. It is a data-informed process that aligns an institutions’s fiscal and academic resources within its ever-changing environment to accomplish the institution’s mission and ensure long-term enrollment success and fiscal health. “‘Numbers,’ say the finance staff, ‘Quality,’ cry the faculty. And the admissions officers find themselves trying to do their job faced with variables over which they have no control.” (Swann, Henderson & AACRAO, p.71). Data must be the key. Says Kurz (2003, p. 39), “Without data, it is easy to try to do too much in too many places, resulting in a diluted effort that produces little by way of significant results”. An enrollment management structure consistently includes the core offices of admissions, registration and financial aid but in some situations, it may also include retention, orientation, counseling, first year experience and other offices that directly relate to student success. The combination of these offices under the umbrella of enrollment management allows nonacademic offices to work together to present strategies and tactics that will shape incoming classes and have a positive affect on attrition and...
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...Change and Culture Case Study II Phyllis Parker University of Phoenix Change and Culture Case Study II The new merger between Park Care Hospital and Central Hospital now known as Park Central Hospital has provided quality care for the community since its beginning six months ago. However, since there has been a significant reduction in the workforce a new design for patient care delivery is needed. A redesign of the universal worker may be an option for Park Central. Other options need to be examined in hopes that a new delivery system of health care can be provided for the growing community. Quality care and team-work will be the cornerstone of Park Central. The universal worker is a person who is cross trained in many job departments and can provide coverage to another area in the hospital to alleviate staffing shortages. Universal workers in an assisted care facility are certified nursing assistants who provide personal care and services, and also facilitate other needs of the client (Jenkins, 2008, p. 4). Beginning The Process of Job Redesign As the nation’s largest group of health professionals, nurse’s roles are constantly evolving. They play an important role in the delivery of quality and cost effective health care. Since we have nursing shortages, traditional systems of health care delivery cannot be sustained. Reports have highlighted the underutilization of health care professionals (Fyke,2001;Mazankowski,2001; Gieni; ACHHR,2002). As a result of focusing...
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...Journal of Human Resources Education 13 Volume 3, No. 3, Summer 2009 STRATEGIC HRM AT THE MAYO CLINIC: A CASE STUDY Sunil Ramlall Hamline University Tripp Welch, Jennifer Walter, and Daniel Tomlinson The Mayo Clinic ABSTRACT For many decades, Mayo Clinic has been ranked as one of the top medical institutions in the world. The entire health care industry has been experiencing immense challenges. Given the current and historic success of Mayo, what does Mayo need to do from an HR perspective to maintain this standard of excellence? This case identifies the strategies used by Mayo to achieve excellence in employee and patient satisfaction. The case describes how this complex service organization fosters a culture that exceeds customer expectations and earns deep loyalty from both customers and employees. The role of HR is analyzed to explain how strategic HRM enables the organization to achieve its strategic business objectives. INTRODUCTION Mayo Clinic is the first and largest integrated, not-for-profit group practice in the world. Doctors of every medical specialty work together to care for patients, joined by common systems and a philosophy that "the needs of the patient come first." More than 3,300 physicians, scientists and researchers and 46,000 allied health staff work at Mayo Clinic, which has sites in Rochester, Minnesota, Jacksonville, Florida, and Scottsdale/Phoenix, Arizona. For many decades, Mayo Clinic has been ranked as one of the top medical...
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...Case Study Three: Approaches to HRM in the hotel Sector As outlined in Box 3.1, HRM in the hotel sector is strongly influenced by the variability of demand, particularly in those establishments serving the seasonal tourism industry. The hotel sector is also heavily dependant on the external labour market as staff turnover is typically high and, therefore, a ready supply of both skilled and unskilled labour is often required to meet customer demand. This high turnover often results in problems of skills shortages in key operational areas, such as waiting or kitchen staff. However, while the hotel industry context often acts to constrain managers choice in HRM strategy, policies and practices, evidence suggests a variety of approaches to the staffing and managing the workforce. The following case studies contrasts the employment practices adopted in two similar hotels operating in the same UK city. The Mercury Hotel The Mercury is a franchise establishment of a large US hotel chain. It is 4-star rated and mainly serves the commercial market catering for business clients and hosting conferences and seminars. It has almost 300 guestrooms, is located in the centre of a large UK city and directly employs over 200 members of staff. Two-thirds of employees are employed full-time on 39-hour contracts with working times varying from week to week. Any hours worked beyond this are paid as overtime. The remaining third of employees are part-time (up to 25 hours per week). This...
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...KRISPY KREME DOUGHNUTS INC (KKD) DEF 14A Definitive proxy statements Filed on 05/11/2012 Filed Period 06/12/2012 UNITED STATES SECURITIES AND EXCHANGE COMMISSION WASHINGTON, DC 20549 SCHEDULE 14A (Rule 14a-101) INFORMATION REQUIRED IN PROXY STATEMENT SCHEDULE 14A INFORMATION Proxy Statement Pursuant to Section 14(a) of the Securities Exchange Act of 1934 (Amendment No. ) Filed by the Registrant [X] Filed by a Party other than the Registrant [ ] Check the appropriate box: [ ] Preliminary Proxy Statement [ ] Confidential, For Use of the Commission Only (as permitted by Rule 14a-6(e)(2)) [X] Definitive Proxy Statement [ ] Definitive Additional Materials [ ] Soliciting Material Under Rule 14a-12 KRISPY KREME DOUGHNUTS, INC. (Name of Registrant as Specified In Its Charter) (Name of Person(s) Filing Proxy Statement, if Other Than the Registrant) Payment of Filing Fee (Check the appropriate box): [X] No fee required. [ ] Fee computed on table below per Exchange Act Rules 14a-6(i)(4) and 0-11. 1) Title of each class of securities to which transaction a 2) 3) Aggregate number of securities to which transaction Per unit price or other underlying value of transactio Exchange Act Rule 0-11 (set forth the amount on wh calculated and state how it was determined): Proposed maximum aggregate value of transaction: Total fee paid: 4) 5) [ ] [ ] Fee paid previously with preliminary materials: Check box if any part of the fee is offset as provided by Exchange Act Rule 0-11(a)(2)...
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...CASE SUMMARY Dual Digital Media is a Canadian based technology business which originally started as a family computer company that has become an international provider of digital media in many different forms. The company operated in 3 Canadian provinces and has expanded its operations nationally and internationally through the acquisition of smaller firms of similar vision aimed at both the consumer and business markets. In conjunction with these acquisitions DDM has acquired a range of payroll processing methods, systems, pay cycles and reporting structures. Currently, 11 staff oversees the payroll delivery for 1,238 employees at 5 different site locations. DDM’s current business plan calls for all support operations to be centralized at the Head Office over the period of one year. The goal of this change is to sustain the expected growth of the company by reducing overhead costs for Payroll and Human Resources in each operational centre. CASE SUMMARY GUIDELINES: What are the issues in this case? Our objective is to determine the set up of a centralized payroll at the Head Office. To do this, the following existing payroll issues will have to be considered: 1. There are many payroll systems currently being used in the different operational centres (outsourced: ADP & Ceridian; in-house: Simply & ACCPAC; manually for management). Analysis of the situation: Using a mix of in-house systems and outsourcing partners in a large company operating in nine sites, can make...
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...Olusegun Awodipe AMBA 600 How Does Diversity Impact The Workplace? Issues of Diversity are common in small and big corporations in the United States. As defined by Webster dictionary, diversity is “the inclusion of individuals representing more than one national origin, color, religion, socioeconomic stratum, sexual orientation”. Diversity in a workplace is how people perceive themselves and the individuals they work closely with. In turn, that perception good or bad can affect the way employees interact with one another in a workplace. Although diversity in a work place is seen as a good thing, it also poses some difficult challenges for business organizations. In order for an organization to succeed at being diverse, they must first understand the benefits of a diverse work environment, the true meaning of what it is to be diverse, and how to improve diversity in the workplace. When talking about diversity and trying to achieve a diverse work place, it is very important for an organization to understand the benefits of having a diverse work environment. Organizations with a diverse work place have shown to thrive and be more successful than homogeneous groups. I believe the reason for this is due to the different ideas and perspectives each individual in a diverse group brings to the table. According to the article “How Diversity Works” Paul (2014) stated “the benefit of having diversity in a group is the creativity that it brings out of the group. Diversity encourages the...
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...Case Study Three: Approaches to HRM in the hotel Sector As outlined in Box 3.1, HRM in the hotel sector is strongly influenced by the variability of demand, particularly in those establishments serving the seasonal tourism industry. The hotel sector is also heavily dependant on the external labour market as staff turnover is typically high and, therefore, a ready supply of both skilled and unskilled labour is often required to meet customer demand. This high turnover often results in problems of skills shortages in key operational areas, such as waiting or kitchen staff. However, while the hotel industry context often acts to constrain managers’ choice in HRM strategy, policies and practices, evidence suggests a variety of approaches to the staffing and managing the workforce. The following case studies contrasts the employment practices adopted in two ‘similar’ hotels operating in the same UK city. The Mercury Hotel The Mercury is a franchise establishment of a large US hotel chain. It is 4-star rated and mainly serves the commercial market catering for business clients and hosting conferences and seminars. It has almost 300 guestrooms, is located in the centre of a large UK city and directly employs over 200 members of staff. Two-thirds of employees are employed full-time on 39-hour contracts with working times varying from week to week. Any hours worked beyond this are paid as overtime. The remaining third of employees are part-time (up to 25 hours per week). This...
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...Strandberg Consulting MAY 2009 CSR and HR Management Issue Brief and Roadmap 2 ISSUE BRIEF AND ROADMAP OBJECTIVE • To understand the foundational elements that need to be in place to foster a high performance CSR (corporate social responsibility) organization and develop a framework or roadmap for firms wishing to become a high performing CSR organization. AT A GLANCE • Human resource professionals have a key role to play to help a company achieve its CSR objectives. Employee involvement is a critical success factor for CSR performance. Human resource managers have the tools and the opportunity to leverage employee commitment to, and engagement in, the firm’s CSR strategy. • High performing CSR organizations foster a culture of CSR and fully integrate CSR throughout their operations, rewarding and incentivizing CSR decisions and initiatives. • Employees prefer to work for organizations aligned with their values; thus, incorporating CSR into the employee brand can enhance recruitment and retention, particularly in tight labour markets. • CSR can be applied to the HR toolkit, resulting in a roadmap or pathway for human resource practitioners to follow who wish to contribute to the achievement of their organization’s sustainability and business aspirations, thereby improving social and environmental conditions locally and globally. CSR and HR Management Issue Brief and Roadmap 3 CSR and HR Management Issue Brief and Roadmap 4 CSR and HR Management Issue Brief...
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...STRATEGIC HRM AT THE MAYO CLINIC: A CASE STUDY Sunil Ramlall Hamline University Tripp Welch, Jennifer Walter, and Daniel Tomlinson The Mayo Clinic ABSTRACT For many decades, Mayo Clinic has been ranked as one of the top medical institutions in the world. The entire health care industry has been experiencing immense challenges. Given the current and historic success of Mayo, what does Mayo need to do from an HR perspective to maintain this standard of excellence? This case identifies the strategies used by Mayo to achieve excellence in employee and patient satisfaction. The case describes how this complex service organization fosters a culture that exceeds customer expectations and earns deep loyalty from both customers and employees. The role of HR is analyzed to explain how strategic HRM enables the organization to achieve its strategic business objectives. INTRODUCTION Mayo Clinic is the first and largest integrated, not-for-profit group practice in the world. Doctors of every medical specialty work together to care for patients, joined by common systems and a philosophy that "the needs of the patient come first." More than 3,300 physicians, scientists and researchers and 46,000 allied health staff work at Mayo Clinic, which has sites in Rochester, Minnesota, Jacksonville, Florida, and Scottsdale/Phoenix, Arizona. For many decades, Mayo Clinic has been ranked as one of the top medical institutions in the world. Over the past few years, the entire health care industry...
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