...Reflecting on Exchange Server 2010 Author Note This assignment is being submitted on September 18, 2013, for N234/CET2810C Section 01 Microsoft Exchange Server course. Reflecting on Exchange Server 2010 All’s I can say is “Wow!” boy am I glad that’s over. This class has probably been the most difficult class that I have taken throughout my whole associate’s degree course. But in my defense I was taken six classes all together this term and trust me when I say this “never again”. Trying to juggle Cisco and Exchange at the same time was difficult by itself. The most important things that I have learned during my experience in this Exchange course have been, migration techniques for updating older versions of Exchange to newer versions, I also learned about the different roles associated with Exchange like the Edge Transport role which protects the users against things such as spam and viruses. The Hub Transport role which handles the flow of messaging from one place to another. I also learned about mail transfer protocols such as SMTP which is the Simple Mail Transfer Protocol and its used for sending messages over the internet from server to server, but when you have mail coming in from the outside and from all over the place its best to use SMPT over TLS also called SSL, SSL is used for protecting your emails with encryption one way is by using the key system. I also learned about RPC encryption which is known for protecting outlook clients from malicious attacks...
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...ILS Discussion Paper Series 2012 ASEAN 2015: Implications of People Mobility and Services Mary Grace L. Riguer Working Paper Series 2012 For Discussion Purposes Only ASEAN 2015: IMPLICATIONS OF PEOPLE MOBILITY AND SERVICES Mary Grace L. Riguer The views expressed in this paper are those of the authors and do not reflect the opinion of the Institute for Labor Studies and the Department of Labor and Employment. Abstract This paper examines the readiness of Philippines for worker mobility within the region of Association of Southeast Asian Nations (ASEAN). It focuses on the implications of the impending establishment of the ASEAN Economic Community by 2015 as specifically governed by rules and regional commitments on free flow services, mutual recognition of qualifications and skills, movement of natural persons, and movement of skilled labor. 1 I. INTRODUCTION It is 2016 Filipinos can freely move for work anywhere in the nine (9) countries that comprise the Association of Southeast Asian Nations or ASEAN. Indonesians, Malaysians, Singaporeans, Bruneians, Myanmar, Cambodians, Vietnamese, Laotians can also do the same in the Philippines. Just the previous year, in 2015, the ASEAN Economic Community, as envisioned by ASEAN leaders in 2007, formally came to being, ushering in a region with a single market and production base characterized by free flow of goods, free flow of services, free flow of investment, freer flow of capital, and free flow...
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...Essay on the role of greenhouse gas emissions trading in the climate policy framework of Tanzania At the 13th conference of parties of the United Nations Framework Convention on Climate Change (UNFCC), held in Bali 2007, the agreement was to implement a REDD 1 policy in developing countries, to replace the first commitment period of Kyoto Protocol (2008-12). The REDD policy is designed to encourage developing countries with tropical forests to undertake measures that will minimize the rate of deforestation and forest degradation in exchange for receiving tradable carbon abatement credits financed by developed countries. It is in this regard, the greenhouse gas emission trading in Tanzania is conducted under the framework the UN-REDD policy framework. The framework emphasises the involvement of the local community in the design and implementation of the REDD strategy. It also recommends that the REDD strategy needs to be pro-poor. Greenhouse emissions trading can play a major role in a cost-effective climate policy framework. In Tanzania, there are various REDD related innovations and technologies already in the country that I foresee to help increase carbon sinks, avoid reducing carbon sinks, and reduce emissions from productive activities. Some of the REDD related innovations and technologies that Tanzania can offer in the international REDD architecture are: Afforestation and reforestation activities - this is likely to be successful as a pro-poor REDD activity, due to...
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...Non-programmable calculators are allowed. Dictionaries are not allowed. 1 1. [17 points] Consider a closed economy. Suppose that there is an increase in business confidence. a. Using the IS-LM framework and AD-AS model show graphically the impact of the above event on output, interest rates, unemployment rate, and price level in the short run. Assume that the economy starts at the natural level of output. Please label the initial equilibrium with the letter A, and the short run equilibrium with the letter B. b. If the Bank of Canada wants to restore full-employment output, will the Bank of Canada increase or decrease the nominal money supply? Using the IS-LM framework and AD-AS model show graphically the impact of the Bank of Canada’s immediate intervention to restore full-employment on output, interest rates, unemployment rate, and price level in the short run. Please label the equilibrium with the letter C. c. Now suppose that the Bank of Canada decides not to intervene. However, the Ministry of Finance wants to restore full-employment output. Will the Ministry of Finance increase or decrease government spending? Using the IS-LM framework and AD-AS model show graphically the impact of the Ministry of Finance’s immediate intervention to restore full-employment on equilibrium output, interest rates, unemployment rate, and price level in the...
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...Resource Management 1.4 What is ‘Hard’ and ‘Soft’ HRM? 1.5 The Debate between Human Relations(HR) and Human Resource Management(HRM) 1.6 The Human Resource Manager and his role 2.0 Attempting a framework for Human Resource Management(HRM) 2.1 Using HRM as a style, a strategy and an outcome 2.2 Is HRM a restatement of Personnel Management? 2.3 Is HRM a new managerial discipline? 2.4 HRM as a resource-based dimension of management 2.5 The Strategic and international possibilities of HRM 3.0Using some models of HRM to critically assess HRM “Hard” and “Soft” Approaches. 3.1The Harvard Model 3.2The Michigan Model 3.3Guest comparative models 3.4The ‘Choice Model’ and its benefits. 4.0The influence of senior management and their Effectiveness 4.1 policy makers 4.2 senior managers and their frames of reference 4.3 The more effective the better the policies 4.4 The Japanese example 5.0 Conclusion, limitations and proposals 5.1HRM a widespread contemporary, evolving & contingent tool 5.2The ‘softness’ of HRM, “bundles” and performance 5.3 Holistic thinking, right and egalitarian based HRM 1.0Introduction, Perspectives in Management and the genesis of Human Resource Management. Human Resource Management is increasingly considered a contemporary development that continues to reshape employment relationships (Beardwell, Holden, and Claydon, 2004). An attempt is made to...
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...Introduction to Policy Augmentation Process Due to the fact that both HIPAA and HITECH are non-prescriptive security frameworks HITRUST common security framework (CSF) was leveraged to augment the Heart-Healthy Insurance Information Security Policy. Moreover, HITRUST CSF was chosen as it maps to various other information security frameworks applicable to Heart-Healthy Insurance Company (i.e. HIPAA, HITECH, PCI, ISO 27000-series, etc.). Furthermore, CSF compliance worksheet is an intelligent tool that allows for control mapping to the aforesaid security frameworks based on the scope of assessment (i.e. type of organization, number of insured members, number of system users, number of transactions, etc.). New-User Policy Augmentation Using the aforesaid CSF-based logic, the following security controls are applicable to the new user protocols of Heart-Healthy Insurance overarching security policy: • Heart-Healthy users will be granted accessed to the system on need-to-know bases and on the principle of least privilege. • Users will be given access rights based on their job roles and responsibilities as well. • Common job roles will be defined in order to receive standard user access, critical and non-critical access rights will be removed within 24 hours after a user has changed roles or has left the company. • All Heart-Healthy employees requesting remote access or dial-in-services must sign the acknowledgement of understanding and accept the use policy and rules of behavior...
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...Evaluating the Strategic Role of Human Resources in Modern Organisations Stephen Smith (Student Number 43266932) Keenan Gillespie (Student Number: 43271200) Table of Contents Executive Summary 3 The Evolution of HRM 4 Significance to the business model 4 Summary 5 The Employment Relationship 6 Overview 6 Evolving Frameworks and Models 6 Recommendations 7 Legal Context 8 Overview 8 National Legislation & its importance to Australian business 8 Impact of Legislation on the Business 9 Recommendations to Bytes Electrical 10 References 11 Bibliography 11 Executive Summary The purpose of this report is to identify the importance of strategic human resource management to Bytes Electrical. This role of strategical management in regards to a businesses most important assets – its employees, is heavily influenced by a number of stimuli outlined in this report, including the evolution of human resource management to what it is today, the employment relationship and the environment and legal context that the business must operate within. By outlining these influences on Bytes Electrical, this shall allow for the management team to clearly understand the importance of HRM in today’s context. The result of this report is to highlight and convey a summary of these influences and present a number of recommendations to Bytes electrical to ensure the continued and/or increased...
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...This is author version of article published as: Price, Robin A. and Colley, Linda (2007) Assessing HR Strategies for Retaining and Aging Workforce. In Proceedings 15th International Employment Relations Association Conference: Working Lives, Working Choices, pages pp. 1-18, Canterbury, England. Copyright 2007 (please consult author) ASSESSING HR STRATEGIES FOR RETAINING AN AGEING WORKFORCE Dr Robin Price, Queensland University of Technology Dr Linda Colley, Griffith University Contact Details Dr Robin Price Lecturer School of Management Queensland University of Technology 2 George Street BRISBANE QLD 4000 r.price@qut.edu.au Telephone +61 7 31382790 Fax +61 7 31381313 Dr Linda Colley Adjunct Lecturer Department of Industrial Relations Griffith Business School Griffith University NATHAN QLD 4111 1 ASSESSING HR STRATEGIES FOR RETAINING AN AGEING WORKFORCE Abstract An ageing workforce is an issue faced by governments and employers in most western countries (OECD 2005). The generally accepted definition of an aged worker is someone aged 45 years and over (Brooke 2003). At the level of the organisation, a range of HR strategies are recommended to deal with an ageing workforce, including attracting younger workers and retaining ageing workers for longer. Recruiting younger workers changes the demographic structure of the workforce, and is not the focus of this paper. Here we identify potential strategies derived from the literature that could be adopted to retain an existing...
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...A guide to strategic human resource planning By Workinfo.com, www.workinfo.com 1. Introduction A comprehensive Human Resource Strategy plays a vital role in the achievement of an organisation's overall strategic objectives and visibly illustrates that the human resources function fully understands and supports the direction in which the organisation is moving. A comprehensive HR Strategy will also support other specific strategic objectives undertaken by the marketing, financial, operational and technology departments. In essence, an HR strategy should aim to capture "the people element" of what an organisation is hoping to achieve in the medium to long term, ensuring that:- • • • • it has the right people in place it has the right mix of skills employees display the right attitudes and behaviours, and employees are developed in the right way. If, as is sometimes the case, organisation strategies and plans have been developed without any human resource input, the justification for the HR strategy may be more about teasing out the implicit people factors which are inherent in the plans, rather than simply summarising their explicit "people" content. An HR strategy will add value to the organisation if it: • • articulates more clearly some of the common themes which lie behind the achievement of other plans and strategies, which have not been fully identified before; and identifies fundamental underlying issues which must be addressed by any organisation or business...
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...Monetary Policy in the Is-Lm Framework In: Business and Management Keynesians and Monetarists over the Effectiveness of Fiscal and Monetary Policy in the Is-Lm Framework Discuss the difference between Keynesians and monetarists over the effectiveness of fiscal and monetary policy in the IS-LM framework. Introduction In economics there are two main schools of thought; these schools differ in their belief of what policies are best suited to attain full employment in the economy. Keynesians tend to favour demand side policies and are more prone to intervene in the market and therefore prefer to use fiscal policy whilst monetarists believe adjustments in money supply is more appropriate in stabilising the market ,therefore preferring monetary policy. In this essay I will discuss the views of Keynesians and monetarists regarding the effectiveness of monetary and fiscal policies in controlling aggregate demand through the IS-LM framework. I will first provide a brief description of the curves explaining their formation and what they represent and then I will go on to examine monetary and fiscal policy within the IS-LM framework. Finally, I will examine the views of monetarist and Keynesians regarding the effectiveness of both policies in raising the level of national l income and also consider the extreme cases. IS-LM framework The IS-LM model was initially developed by John Hicks in 1937 but was made popular in 1949 by Hansen in order ‘to provide a framework for analyzing...
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...------------------------------------------------- The Monetary Policy of Bangladesh Introduction The policy adopted by the central bank for control of the supply of money as an instrument for achieving the objectives of general economic policy. With the shifts of the policy stance of the government in various phases, necessary adjustments were made in the country's monetary policy. The principal function of the Department is to help the bank in the formulation of monetary and credit policies and also to assist it in discharging its duty as adviser to the Government on economic and financial matters. To this end, the department keeps the top executives of the bank fully informed of latest economic development both at home and abroad, in a regular and systematic manner. For this purpose the Department keeps a close watch on trends in the domestic economy as well as on international economic developments with particular reference to monetary, fiscal and trade problems and policies. Domestic and international economic developments are brought within the compass of comprehensive reports and reviews which are submitted for perusal of the Governor, Deputy Governor, and Senior Executives of the bank, as also the bank’s Board of Directors. Monetary Policy Monetary policy is the term used by economists to describe ways of managing the supply of money in an economy. Monetary Policy is the management of money supply and interest rates by central bank to influence prices and employment for achieving the objectives...
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...elements of human resource management (HRM), including talent retention, rewards and personal development (McBain, 2010). Considering its broad reach, it is necessary to assess its effectiveness using a framework that incorporates multiple HRM elements. The Harvard framework for HRM(Figure 1) is thus used as a reference throughout this essay. It allows for assessing HRM policy-fit with the organisation’s strategy, stakeholder interests and recognises the situational factors influencing HR strategy (Wilton N, 2013, cited in Parkinson&McBain, 2014:125). Situational factors Business strategy and conditions: external context The external context will be explored using Farnham’s PESTLE framework (2010, cited in Henley, 2016), which provides an array of factors influencing the organization's operating environment. Political The Broad-Based Black Economic Empowerment Act is aimed at advancing economic transformation and participation of previously disadvantaged individuals (PDIs). It mandates employers to implement measures that ensure equitable representation of designated groups in the workforce with specific gender and race targets. This has impacted the organization's approach to recruitment and skills development, with PDI status becoming a requirement for employment. Economic The economy is in a recession, reporting two consecutive quarters of negative growth (Appendix 1.2). Furthermore, a weakening currency (Appendix 1.3) and the recent sovereign credit rating downgrade...
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...Strategy is the new growth strategy for Europe. Aiming at “smart, inclusive, and sustainable growth”, the strategy has a threefold approach that shall enable the EU to emerge stronger from the economic and financial crisis. With new priorities and new governance approaches, the EU 2020 Strategy moves beyond its predecessor, the Lisbon Strategy for Growth and Jobs, adopted by the European Council in spring 2000. The Lisbon Strategy aimed at turning the EU into “the most competitive and dynamic knowledge-based economic area in the world capable of sustainable economic growth and more and better jobs and social cohesion” (Council 2000). The Lisbon Strategy has been criticized in particular for its “lack of focus and of embedding in national policy-making procedures” (Begg 2008: 427). The complicated governance and implementation structure of the Strategy was seen as major reason why several targets could not be fulfilled. Some shortcomings of the Lisbon Strategy were recognized early, which led to the reorientation of the Strategy on the growth and job aspects in 2005 (ibid.: 427). Nevertheless, the EU did not achieve several of the Lisbon targets in 2010, so that the Strategy has often been labeled as “failed” (Tausch 2010). The EU 2020 Strategy has been designed with the attempt to solve the shortcomings of the Lisbon Strategy so that much attention was given to the governance of the Strategy. After a short evaluation of the Lisbon Strategy, on 3rd March 2010 the Commission presented...
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...theatres Wikipedia. According to the World Travel & Tourism Council in 2011 Travel & Tourism directly supported 3.3% of jobs, not including the indirect contribution of jobs supported by travel & tourism creating 8.7% of total employment WTTC. The purpose of this research paper aims to the understanding of Tourism differences and similarities of the U.S. and France, but not limited to the overall outlook of tourism. As highlighted within the report you will understand TT policies, how tourism has a direct effect on the social, geographical, and economic sectors both national and international. Based on an economic perspective tourism bring an enormous amount of revenue for goods and services accounting for 30% of the world's exports of services, and 6% of overall exports of goods and services WTTC. This impact is driven by many travel organizations and travelers desire for leisure, wellness, business and social travel. The next section will convey the understanding of how the economy drives tourism, the changes in travel policies., the structure of organizations, how the policies correlates, and to what affect does travel organizations has on the industry growth. Travel Organizations According to OECD Tourism Trends and Policies, governments are becoming increasingly aware of the importance of...
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...3000 Human Resources and Entrepreneurship Title: “Owner-managers of SMEs can determine the employment relationships within their own business.” Considering both the internal and external influencing factors, draw on relevant literature to discuss this statement critically Word Count: 2162 (excluding references) Employment relationship is a legitimate concept commonly adopted around the globe refering to the link between employees, or workers, and employer, which employees are performing work or services under certain conditions in return for remunerations. It has been a paramount concept of a ‘industrial relations perspective ’ on contemporary employment and management over the past two decades (Trevor and Mike, 2010: 7). When considering employment relationships in small and medium-sized entreprises (SMEs), we are mentioning largely about how these firms recruit, supervise, train, reward, manage disputes with and separate from employees as well as the more extensive relationship between employers and employees (Ram, 1999: 604). Being the main vehicle that employees gain access to their employment rights and benefits associated with social security and labour law, as well as the determinant of the scope and structure of employers’ authorities towards their employees (ILO, 2011), obligations and reciprocal rights between employee and employer are constructed via employment relationships. Looking into this fast-growing economy with ever changing industries, there...
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