...to as Engle v. Vitele, and the result was that “the government cannot prescribe by law any particular form of prayer which is to be used as an official prayer in carrying on any program of governmentally sponsored religious activity (Kurland, 1961).” Many took this to mean that all public prayer then had to be non-specific, and others that this merely meant that the government could not issue a standard that might indirectly end up supporting or creating a single religious group. Therefore, in order to definitively protect the chaplain’s denominationally or traditionally specific right to pray, House Resolution 5122 (2006, Section 590) was passed. HR 5122 (2006, Section 590) specifically states that “each military chaplain shall have the prerogative to pray according to the dictates of the chaplain’s own conscience.” HR 5122 (2006, Section 590) does add the caveat, “except as must be limited by military necessity,” however, the resolution is careful to note “with any such limitation being...
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...Jogbra” (Walsh, 2010, p.589) In the case of Dillion vs. Champion Jogbra, Linda Dillon was hired as a full-time employee to work for the company in August 1997 as a charge-back analyst (Walsh, 2010, p.589). During the summer of 1998, Dillon was asked by Jogbra management to assume to position as the sales administrator (Walsh, 2010, p.590). Dillon applied, interviewed, and was hired for the position. Upon being hired for this position, Dillon was advised that she would receive extensive training for the position and the current manager would train her for the role (Walsh, 2010, p.590). During the month of September, the prior manager return to train Dillon for an additional two days, in which Dillon stated that after that training; she had received a sufficient amount of training for the job (Walsh, 2010, p.590). At the end of September, Dillon was advised by her supervisor and the HR manager that she was being reassigned to a temporary position with the company based on “things not working out” and if she was not able to obtain a permanent job with the company by the end of December she would be terminated (Walsh, 2010, p.590). It is important to keep in mind that Champion Jogbra distributes an employee manual at the time of employment and the first page states “the policies and procedures contained in this manual constitute guidelines only (Walsh, 2010, p.589). They do not constitute part of an employment contract, nor are they intended to make any commitment to...
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...Too Old To Learn? HR 590 October 1, 2012 This article possess what many are going through on a daily bases. When companies are trying to transfer from paper pushing processes to a more computer software based company it’s harder on those who are not so computer savvy. Usually the people who seem to struggle the most are the middle age and older employees who haven’t grown up in an era where computers served a major purpose, whereas younger employees have had a lot of exposure and knowledge of technology and how it works. The case of Ed and Roger is a classic case of what is displayed in many companies. It’s the story of the younger employee having to teach the older employee how to use the computer and all of its many processes. This can have many situations result from it. The older employee could feel threatened by the younger employee (who have been there a fraction of the time that the older). Also the older employee could be opposed to change feeling that there isn’t any reason for the change. The younger employee could simply get irritated with the older employee and refuse to continue to help. I believe this is what happened in this case study. C.J. thought he was doing a great service and money by creating a mentoring program where the younger employees helped the older employees. This many work for some but not for all. I think that C.J. should have created a continuous training for the employees who have trouble with computers to get them on the same level...
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...HRM-590-11541 Human Resource Management Literature Review Week 3 The first article I found to help me better understand job analysis and how to conduct one was by Lysaght R, Shaw L. and titled Job Analysis (What it is and how it is used).1 This article was very helpful because it showed and explained to me the key elements that are needed when conducting a good strong job analysis. This article showed me that I needed to include both essential and non-essential task descriptions. It also gave specifics on the type of equipment that would need to be used and physical demands as well as many other things to include in my analysis. I was honestly hoping this article would help me more. Though I found some of it useful, it didn’t really help me understand what exactly I need to do to gather the information needed in the job analysis. The second article I found was by Jody Wheaton. Her article is all about how conducting a proper job analysis can improve your business. In the article she describes different ways to actually conduct a job analysis. The thing I took from this article was mostly the importance of actually doing research into the job. Because of this article, I actually sought out the HR department and found out what kind of things they would actually need in an HR reception/assistant position. I wanted to know what kind of equipment they would be using and what exactly they would like that person in that role to do. Jody Wheaton states that “Knowledge, skills...
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...300 | 0 | | | Q4 | 0 | 0 | 0 | 0 | | | Total Supplied | 1850 | 700 | 1300 | 100 | | | | = | = | = | = | | | Demand | 1850 | 700 | 1300 | 100 | | | | | | | | | | | Q1 | Q2 | Q3 | Q4 | Produced | B2 | Q1 | 2500 | 20 | 0 | 0 | 2520 | | Q2 | 0 | 3780 | 0 | 0 | 3780 | | Q3 | 0 | 0 | 3200 | 0 | 3200 | | Q4 | 0 | 0 | 0 | 3920 | 3920 | Overtime | Q1 | 0 | 0 | 0 | 0 | | | Q2 | 0 | 0 | 0 | 0 | | | Q3 | 0 | 0 | 0 | 0 | | | Q4 | 0 | 0 | 0 | 480 | | | Total Supplied | 2500 | 3800 | 3200 | 4400 | | | | = | = | = | = | | | Demand | 2500 | 3800 | 3200 | 4400 | | Total Hours | | Limits | | 100,000 | <= | 100,000 | hr | 100,000 | <= | 100,000 | hr | 100,000 | <= | 100,000 | hr | 100,000 | <= | 100,000 | hr | Body Fabrication Cost | | | Q1 | Q2 | Q3 | Q4 | B1 | Q1 | 2440 | 2599 | 2758 | 2917 | | Q2 | 99999999 | 2440 | 2599 | 2758 | | Q3 | 99999999 | 99999999 | 2440 | 2599 | | Q4 | 99999999 | 99999999 | 99999999 | 2440 | Overtime | Q1 | 3400 | 3559 | 3718 | 3877 | | Q2 | 99999999 | 3400 | 3559 | 3718 | | Q3 | 99999999 | 99999999 | 3400 | 3559 | | Q4 | 99999999 | 99999999 | 99999999 | 3400 | | | | | | | | | Q1 | Q2 | Q3 | Q4 | B2 | Q1 | 2800 | 2983 | 3166 | 3349 | | Q2 | 99999999 | 2800 | 2983 | 3166 | | Q3 | 99999999 | 99999999 | 2800 | 2983 | | Q4 | 99999999 | 99999999 | 99999999 | 2800 | Overtime | Q1 | 4000 | 4183 | 4366 | 4549 | ...
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...Recruiting and Selection HRM 590 Human Resource Management Professor Thomas Anderson 02/11/2013 Recruitment Plan Job Ad for Human Resource Receptionist This highly visible position is critical to the high level of customer service that Human Resources provide. This individual is the first person that any client or applicant will interact with. This position is also considered to be the resources center of most HR information in the department. The Human Resources Receptionist assists in office procedures and provides administrative support 10 office personnel. Recruitment Plan Interested applicants will need to submit a detailed resume to the Internet Job board Real Match. Potential candidates will post their resume which is then searched by our HR Coordinators. Real Match pairs candidates with employers and presents the results. Real Match takes job seekers' skills and qualifications and matches them up with jobs posted by employers. Employers post jobs for free, and then view a graded and ranked list of pre-qualified candidates. We pay only to contact qualified and potential candidates. This works well with our limited budget allowances. Advertising means will also be done in the local newspapers, and through employee referral. It is important that we get a good selection pool of candidates to ensure an exceptional fit. The newspapers and internet job board will advertise our vacancy for two weeks or 10 business days. A variety of recruiting sources...
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...Atomoxetine Pharmacodynamics Atomoxetine blocks presynaptic noradrenaline transporter (NET) much more selective then for other monoamine transporters; with a 5nM Ki value in the experiment with radiobinding transporters indicating the high affinity (77nM and 1451nM for 5-HT and dopamine transporters respectively) (Bymaster et al., 2002). Inhibiting this transporter blocks reuptake of noradrenaline and increases circulating concentration of this neurotransmitter. Atomoxetine also induce dopamine release at prefrontal cortex (Bymaster et al., 2002), as this region is lack of dopamine transports and so the dopamine concentration is regulated by NET. The increase in noradrenaline (an adrenoceptor agonist) release may cause sympathetic effects such as vasoconstriction and acceleration of heart rate and result in tachycardia and dysrhythmias. Pharmacokinetics Atomoxetine is dosed according to weights of patients (Saucer et al., 2005). It is orally administered with fine absorption, bioavailability = 0.63 and 0.94 for extensive metaboliser (EM) and poor metaboliser (PM) respectively (Saucer et al., 2005), with maximum plasma concentration achieved after 2 to 3 hours (Allen et al., 2004). Once-daily dosing in the morning can be as effective as twice-daily dosing in EM with its effect last to evening and the next morning (Allen et al., 2004), and it is convenient for the patients. Atomoxetine has high plasm protein binding affinity, 98.7% and 96.5% EM and PM respectively (Chalon...
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...UH-60L OPERATOR’S MANUAL EXAM TEST VERSION 1 This exam is designed to test your knowledge of TM 1-1520-237-10 “OPERATOR’S MANUAL FOR UH-6OL HELICOPTER” dated 25 SEP 09 C1. It is an open book exam to be completed without assistance from others. The questions are generally verbatim from the Operator’s Manual to prevent confusion as to where and what the correct answer is. You must find and select what you believe to be the correct answer and give the page and paragraph for your answer. To receive a GO on this exam you must score at least 90%. Each answer is worth 1 point and each reference is worth 1 point. Use the answer sheet provided to answer all questions and to list references. Do not write on this test. Direct any questions you may have to any available company IP or SP. DO NOT USE A COMPUTER TO TAKE THIS TEST! 1. The abbreviation “RDW” stands for what? (A) Rotor Down Wash (B) Random Diode Wave (C) Radial Displacement Wattage (D) Ram Dump Waypoints 2. With asymmetric fuel loading, lateral control margin will be reduced: (A) In the direction of the heavy side (B) In the direction opposite the heavy side (C) Only while hovering in crosswinds from the light side (D) Only while hovering in crosswinds from the heavy side 3. Army aviator’s flight record and aircraft inspection and maintenance records, which are to be used by crewmembers, are prescribed in: ...
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...Chapter 12 Standard Costs and Variance Analysis Solutions to Questions 12-1 A quantity standard indicates how much of an input should be used to make a unit of output. The quantity might be measured either in terms of units of direct materials or hours of direct labour time. A price standard indicates what the cost of the input should be. 12-2 Ideal standards do not allow for any imperfections or inefficiencies. Thus, ideal standards are rarely, if ever, attained. Practical standards allow for normal inefficiency, machine breakdown time, etc., and can be attained by employees working at a reasonable, though highly efficient pace. 12-3 Inability to meet a standard is likely to be demoralising to employees, and may result in decreased productivity. 12-4 A budget is a total concept, whereas a standard is a unit concept. A standard might be viewed as the budgeted cost for one unit of product. 12-5 A variance is the difference between what was planned or expected and what was actually accomplished. In a standard cost system, there are at least two types of variances. The price variance focuses on the difference between standard and actual prices. The quantity variance is concerned with the difference between the standard quantity of input allowed for the actual output and the actual amount of the input used. 12-6 Under the management by exception approach, managers focus their attention on operating results that deviate from expectations. It is assumed that the ...
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...Is Human Resource Management? 30 Why Is Human Resource Management Important to All Managers? Line and Staff Aspects of Human Resource Management 32 Line Managers' Human Resource Duties 33 Human Resource Manager's Duties 33 New Approaches to Organizing HR 35 Cooperative Line and Staff HR Management: An Example Globalization and Competition Trends 37 Indebtedness ("Leverage") and Deregulation Technological Trends 38 Trends in the Nature of Work 39 35 WHAT IS HUMAN RESOURCE MANAGEMENT AND WHY IS IT IMPORTANT? 31 THE TRENDS SHAPING HUMAN RESOURCE MANAGEMENT 38 36 • HR AS A PROFIT CENTER: Boosting Customer Service Workforce and Demographic Trends 40 Economic Challenges and Trends 42 40 THE NEW HUMAN RESOURCE MANAGERS 43 Human Resource Management Yesterday and Today 43 They Focus More on Strategic, Big Picture Issues 43 • THE STRATEGIC CONTEXT: Building LL.Bean 43 44 They Use New Ways to Provide Transactional Services They Take an Integrated, "Talent Management" Approach to Managing Human Resources 45 They Manage Ethics 45 They Manage Employee Engagement 45 They Measure HR Performance and Results 45 They Use Evidence-Based Human Resource Management They Add Value 46 They Have New Competencies 47 HR Certification 48 46 THE PLAN OF THIS BOOK 48 48 The Basic Themes and Features CHAPTER CONTENTS OVERVIEW 49 49...
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...Singapore Tokyo Contents Preface xxiii Acknowledgments xxvii Introduction to Human Resource Management 2 WHAT IS HUMAN RESOURCE MANAGEMENT AND WHY IS IT IMPORTANT? What Is Human Resource Management? 4 Why Is Human Resource Management Important to All Managers? 5 Line and Staff Aspects of Human Resource Management 6 Line Managers' Human Resource Duties 6 Human Resource Manager's Duties 7 New Approaches to Organizing HR 9 Cooperative Line and Staff HR Management: An Example 9 Moving from Line Manager to HR Manager 10 THE TRENDS SHAPING HUMAN RESOURCE MANAGEMENT 10 Globalization and Competition Trends 11 Indebtedness ("Leverage") and Deregulation 12 Technological Trends 12 Trends in the Nature of Work 13 Workforce and Demographic Trends 14 Economic Challenges and Trends 15 IMPORTANT TRENDS IN HUMAN RESOURCE MANAGEMENT 16 The New Human Resource Managers 16 Strategic Human Resource Management 18 High-Performance Work Systems 19 Evidence-Based Human Resource Management 19 19 • EVIDENCE-BASED HR: Why Should You Be Evidence-Based? Managing Ethics 20 HR Certification 20 THE PLAN OF THIS BOOK 21 The Basic Themes and Features 21 CHAPTER CONTENTS OVERVIEW 22 Part 1: Introduction 22 Part 2: Recruitment and Placement 22 Part 3: Training and Development 22 Part 4: Compensation 23 Part 5: Employee Relations 23 The Topics Are Interrelated 23 4 VII viii CONTENTS CHAPTER SECTION SUMMARIES 24 DISCUSSION QUESTIONS 24 INDIVIDUAL AND GROUP ACTIVITIES 25 EXPERIENTIAL EXERCISE: HELPING...
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...Is Human Resource Management? 30 Why Is Human Resource Management Important to All Managers? Line and Staff Aspects of Human Resource Management 32 Line Managers' Human Resource Duties 33 Human Resource Manager's Duties 33 New Approaches to Organizing HR 35 Cooperative Line and Staff HR Management: An Example Globalization and Competition Trends 37 Indebtedness ("Leverage") and Deregulation Technological Trends 38 Trends in the Nature of Work 39 35 WHAT IS HUMAN RESOURCE MANAGEMENT AND WHY IS IT IMPORTANT? 31 THE TRENDS SHAPING HUMAN RESOURCE MANAGEMENT 38 36 • HR AS A PROFIT CENTER: Boosting Customer Service Workforce and Demographic Trends 40 Economic Challenges and Trends 42 40 THE NEW HUMAN RESOURCE MANAGERS 43 Human Resource Management Yesterday and Today 43 They Focus More on Strategic, Big Picture Issues 43 • THE STRATEGIC CONTEXT: Building LL.Bean 43 44 They Use New Ways to Provide Transactional Services They Take an Integrated, "Talent Management" Approach to Managing Human Resources 45 They Manage Ethics 45 They Manage Employee Engagement 45 They Measure HR Performance and Results 45 They Use Evidence-Based Human Resource Management They Add Value 46 They Have New Competencies 47 HR Certification 48 46 THE PLAN OF THIS BOOK 48 48 The Basic Themes and Features CHAPTER CONTENTS OVERVIEW 49 49...
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...The Milky Way Galaxy * A spiral type of Galaxy * composed of 200 billion stars. * One revolution every ~200 million years. * 100,000 lights years long * 3000 light years wide Our Solar System is mainly composed of: * STARS * PLANETS * SPACE DEBRIS STARS - are luminous heavenly bodies which have their own light. We can see near about 2500 stars on a clear night with our naked eye. But in actual, total no of stars are countless. The star which is nearest to earth is sun. It is the brightest star of all. The second nearest star except sun is Alpha-Centauri. THE SUN * Diameter: 1.4 million km * Age: 4.5 billion years (lifetime 11 billion years) * Mass: 2 x 1030 kg (330,000 x Earths) (99.8% of mass of solar system) * Density: 1.41 (water = 1) * Composition (by mass): Hydrogen: 73%, Helium: 25%, Others: 2% * Distance from Earth: 149.6 million km. * Distance to nearest Star: 9.46 million million km. * Luminosity: 4 x 1026 J s-1 (390 billion billion Megawatts). Solar Cycle: 8 - 11 years. * Temperature at Surface: 5,800°C (10,500 °F). * Temperature of Core: 14 million°C (22.5 million °F) POLARIS - known by many names, is one of the most famous stars in the sky. Polaris is also known as Alpha Ursae Minoris and is part of the constellation Ursa Minor, which is the Little Bear. Polaris is always in the sky; it does not disappear depending on the season, which is one reason why it has been...
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...HRM 590 Final Course Project 10/21/2012 The role of a Human Resource department in today’s world is ever changing. Many years ago the Human Resource department was only there to file pre-employment paperwork, assist with benefits and process payroll. This may have been handled by a department that consisted of one or two company accountants that took on this role in conjunction with watching the company books. The role of a Human Resource department today includes many functions which include acquiring, developing, and retaining talent; aligning the workforce with the business; and being an excellent contributor to the business. The HR department now works directly with management teams throughout the company in an effort to help with strategy and the growth of the company. One very important aspect is talent acquisition. Having the right people in key roles within the company is vital to the success and growth. Performing this function includes preparing a job description, recruiting, setting compensation, and retention. In this paper I will go over the entire process. Method of Job Analysis When a new job is created or a vacancy occurs, it is the role of an HR representative to fill that void. In order to perform this function they need to first understand what role they are trying fill and what skills and responsibilities this new role would require. By conducting a job analysis they are able to further define any important elements of any job and then...
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...2 Enter the World of Business: Starbucks: HR Practices Help Focus on the Brew, Weather the Recession, and Prepare for Growth 3 Introduction 4 What Responsibilities and Roles Do HR Departments Perform? 5 Strategic Role of the HRM Function 7 Demonstrating the Strategic Value of HR: HR Analytics and Evidence-Based HR 10 The HRM Profession: Positions, Education, and Competencies 11 Competitive Challenges Influencing Human Resource Management 14 Key Terms 61 Discussion Questions 61 Self-Assessment Exercise 62 Exercising Strategy 62 Managing People Skill Shortages Make It Difficult to Fill Positions and Customer Orders 63 Twitter Focus 64 Notes 64 Parti The Human Resource Environment 69 2 Strategic Human Resource Management 70 The Sustainability Challenge 14 Enter the World of Business: HP's New Strategy 71 Evidence-Based HR 24 Introduction 72 Competing through Sustainability Volunteerism and Going Green Are Reaping Dividends for Employees, Communities, and the Environment 30 What Is a Business Model? 72 GM's Attempt to Survive 73 What Is Strategic Management? 74 Components of the Strategic Management Process 75 Linkage between HRM and the Strategic Management Process 75 The Global Challenge 44 Competing through Globalization Apple Polishes Its Image through Auditing Overseas Suppliers 47 The Technology Challenge 48 Competing through Technology Connectiveness Enhances HR Practices 51 Meeting Competitive Challenges...
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