...Evaluation: In evaluating the eight candidate’s resumes, there were no two that were likewise. Some showed strong leadership skills and a focal point on driving growth. On the other hand, some were lacking experience and did not express motivation to work in this type of field. The reviewing of the candidates will get a better perspective of assessments to be given to each to understand the knowledge/experience that is present as well as an overall understanding how much risk will be involved. The scoring table listed below is based on several assessments, see Appendix A: Resume Scoring Table (Phillips and Gully, 2009). Scoring Key: In addition to these interview questions, Chern’s should consider the possibility of incorporating another assessment method. I have set out a possible assessment and selection plan that falls within Chern’s $4,000 budget. The additional tests I would recommend are Fashion Knowledge, Job Knowledge, Integrity Test, and Sales Interest. These tests would result in a cost of $2,560 for Cher ns. Each assessment has a validity of at least. 48 which is considered relatively high. Applicant reactions to these techniques are all graded equally good. To make up for the high adverse impact of cognitive ability tests, I included simulations and job knowledge tests. Both have low amounts of adverse impact. Simulations are the only assessment method that has difficult usability (Phillips and Gully, 2009). Scoring Results: The scoring results are significant constituents...
Words: 749 - Pages: 3
...District Courts of Appeal, Circuit Courts, and County Courts. Florida’s court system is made up of the Supreme Court, 5 district courts of appeal, 20 circuit courts, and 67 county courts. 4. Answer this question in a complete sentence: What circuit does your state belong to? My state,...
Words: 535 - Pages: 3
...E. Identify the inventory management method you recommend, and explain why this method will benefit the company. “Inventory management is a practice of tracking and controlling the inventory orders, its usage and storage along with the management of finished goods that are ready for sale” (Borad 2018). It is crucial that a company has an inventory management technique in place because the lack of an inventory management system results in increases in storage fees and idle production times, frozen working capital, and the wasting of materials and labor resources. The company also experiences a decrease in revenues and customer satisfaction. For example, Hampshire Company currently utilizes Manufacturing Resource Planning (MRP) to manage its inventory. Under the MRP inventory management method, the amount of inventory to be produced is based on the anticipated yearly sales forecast. Hampshire Company forecasted that they would sell 60,000 umbrellas at $12.50 each and make $750,000 in revenues during 2014. The manufacturing department, therefore, decided to produce 80,000 umbrellas to be prepared for cases where defects, returns, and spoilage may occur (Borad 2018) (Orlicky 2018). More than likely, Hampshire Company is going to use the last-in-first-out (LIFO) method to ensure that the 20,000 umbrellas left in inventory will be sold to consumers first. Even though the LIFO method is effective to release the ending inventory from the prior year, the storage costs and...
Words: 1608 - Pages: 7
...application for a new client will be created within hours of the final signatures on the contract. (Often a trial site may simply be converted to the production environment, if activity has started prior to the final signatures.) Customization of the site’s logo and the upload of initial users will be completed by the policyIQ team prior to handing off the site to the new client. The policyIQ implementation specialist and the RGP consultant (typically engaged as a project manager for the duration of the implementation) will coordinate a meeting with key stakeholders at the client to kick-off the project, ensuring at all client goals and expected outcomes are understood and represented in the project plan. Implementation typically follows 4 major steps: 1. Planning and Requirements Gathering ...
Words: 424 - Pages: 2
...HRM 531 WEEK 4 PERFORMANCE MANAGEMENT PLAN A+ Graded Tutorial Available At: http://hwsoloutions.com/?product=hrm-531-week-4-performance-management-plan Visit Our website: http://hwsoloutions.com/ Product Description HRM 531 Week 4 Performance Management Plan, Supervision and primary organizational modification within today’s business involves flawless purposes and position among divisions and staffs. The foundation for such alteration is the performance plan, stepping stones to a definite future. How effectiveness methods and highpoints in meeting its performance strategy will be key reasons for success. The purpose of this paper is to present the arrangement implements used to attain calculated development points over single rights. These tools consist of a professional model, an expressive model of preferred worker skills, a fiscal incentive system, and a performance assessment system, all dedicated upon structural and planned alignment. Bradley Stone field Limousine Company should have stimulates workers to constantly attempt for the highest levels of performance. We designed a performance management plan to meet the expectations of the company: Employee Ratings, Employee Incentives and Employee Compensation is provided every day, not only during review intervals. Positive criticism is provided on areas to be handled. Workers are motivated to evaluate their job responsibilities and duties and notify management of issues. Workers are motivated to talk about frustrations...
Words: 468 - Pages: 2
...The goal of Banner Health will be to improve communication processes within nurses. Within a year, the goal will be to improve the bedside handoff report with nurses by implementing a standard of nurse handoff by 10%. This will be done by the implementation of bedside report. This paper will discuss a strategy for communication, including management strategies, personal leadership development, managerial decision-making, business function, and leadership strategies. Management Strategies In order to reach this goal, a team will be first built to take on the challenge presented. To improve planning, a team will need to be formed, such as a guiding team to be able to create support around the plan (Kotter, & Cohen, 2012). The team will be able to research what is best for the company, while following the legislative processes as well. This team will be responsible for addressing the plan and forming it to how the company would approve of it. This will build on learning and growth goals, to develop education plans on increasing communication within nurses. To develop customer service and meet financial goals, the management by objectives method will be used. First, the guiding team will set goals to implement bedside report in each unit (Daft, 2014). Next, the action plan will be done and reviewing the progress. Corrective action will be taken on those nurses who do not implement bedside report. Lastly, the performance will be appraised each year to reach the 10% a year increase...
Words: 645 - Pages: 3
...Week 4 Case Study 3 A 25-year-old male graduate student is seen in the office with the chief complaint of upper abdominal pain. He states that he noticed the pain intermittently over the past several weeks. He notices that he gets gnawing pain about 2 hr after he eats. He also notes that he has some bloating and occasional nausea with the pain. He states that the pain is relieved by antacids most of the time. 1. What is the difference between a. and a. What additional questions should you ask the patient and why? I will ask the patient about the pain symptoms and if it stays constant or goes away. Does eating or drinking help with his symptoms? I will also ask if the patient has had trouble swallowing, chest pressure, pain, or any other symptoms of his pain....
Words: 479 - Pages: 2
...HRM 531 Week 4 Individual Performance Management Plan http://hwguiders.com/downloads/hrm-531-week-4-individual-performance-management-plan/ HRM 531 Week 4 Individual Performance Management Plan HRM 531 Week 4 Individual Performance Management Plan http://hwguiders.com/downloads/hrm-531-week-4-individual-performance-management-plan/ HRM 531 Week 4 Individual Performance Management Plan HRM 531 Week 4 Individual Performance Management Plan http://hwguiders.com/downloads/hrm-531-week-4-individual-performance-management-plan/ HRM 531 Week 4 Individual Performance Management Plan HRM 531 Week 4 Individual Performance Management Plan http://hwguiders.com/downloads/hrm-531-week-4-individual-performance-management-plan/ HRM 531 Week 4 Individual Performance Management Plan HRM 531 Week 4 Individual Performance Management Plan http://hwguiders.com/downloads/hrm-531-week-4-individual-performance-management-plan/ HRM 531 Week 4 Individual Performance Management Plan HRM 531 Week 4 Individual Performance Management Plan http://hwguiders.com/downloads/hrm-531-week-4-individual-performance-management-plan/ HRM 531 Week 4 Individual Performance Management Plan HRM 531 Week 4 Individual Performance Management Plan http://hwguiders.com/downloads/hrm-531-week-4-individual-performance-management-plan/ HRM 531 Week 4 Individual Performance Management Plan HRM 531 Week 4 Individual Performance Management Plan http://hwguiders.com/downloads/...
Words: 812 - Pages: 4
...With technical compliance they have to make sure that they are making payroll and making sure that it all is matching up with what they are reporting. Stalk holders, you have people depositing money into a company, they are investing their money and there are some that are investing there time. Yes it is ethical, because they are doing the right things by the books. 4. They need to make sure that everyone is reporting everything they supposed to. They need to make sure that people are not going along with this man scheme, and they might need to hire more people that is reliable and that will follow the company ethic values. 5. Anderson was facing something big, because it is really hard to be demanded to do something that you really do not have a reason for. Now firing a person for a wrong reason is not good at all. Anderson could have got fired for what he did. I feel that was a wrong reason to fire someone, because they did not go along with something bad that was going on in the company. Anderson should have went to someone over him to report this, because the auditor can come back and sue the company...
Words: 837 - Pages: 4
...Working with a variety of people and creating methods for a better management of a budget. Seeing how a business can progress and grow over time. Accounting is not only about numbers. Even though calculations/math play a big role, the interesting part is to see the bigger picture of financial analysis. Working at a restaurant, the main part is to forecast future demand in and out of peak periods. Giving adequate suggestion to meet the company expectations. As the general manager, Timothy Erceg has to balance the accounting portion and the part where he has to supervise the work of employees, and see how these two sections combined can achieve the expectations of each day. 2. Based on your accounting/Finance Knowledge/Experience, please share with me I subject/ area that you find most challenging and please explain why. Finding the target item or items that each employee reacts to for future development and growth. Knowing how to equilibrate cost control of the restaurant’s products and at the same time still being able to provide guest satisfaction. In addition, spending hours daily and extra time at the end of each month to put together the employee drops and due backs against the amounts recorded in the POS. Analyzing how economical changes can affect or impact labor costs as this can present reductions or increases in the profits of the business. Keeping management accounts on a regular basis to track the restaurant's profitability and growth continuously. Also, as a manager...
Words: 426 - Pages: 2
...Career Development Plan Part III Learning Team A HRM 531: Human Capital Management Instructor Name University of Phoenix Date Career Development Plan Part III A career management plan is crucial to make sure that a company knows where the employees need the most help and training. The employees who have been chosen to help InterClean reach its new goals and objectives are Jim Martin, Tom Gonzalez, Donna Wilson, Susan Burnt, Eric Borden, Ving Hsu, and Terry Garcia. The development of these employees is going to be important so that they can continue not only their training and education, but also to help their co workers develop their skills and help the company grow into the new markets. Knowing how to provide feedback to individuals and how to advise them how to grow is going to be the deciding factor on how the management plan is going to work. Understanding each individual of the team and letting them grow and ask questions to better themselves will be crucial for them to understand the full extend of the management plan. Individual and team appraisals will be reviewed and looked at to help in evaluating the needs of the individual employees and how to motivate and reward them accordingly. InterClean will also review what they need to do in order to help a dual parent working family to meet the needs of the company as well as their own families. InterClean will also review how they can minimize social loafing that can exist in a company that...
Words: 2640 - Pages: 11
...Intro Landslide Limousine is a small company comprised of 25 employees looking to enter into the Austin TX area. Your employees will be very well compensated so my team has come up with a performance management system that will include activities that ensure goals are being met on a consistent effective and efficient manner. This will increase Job satisfaction from employees and it also holds the employee accountable for their own productivity and performance. Our performance management plan will demonstrate how the performance management system aligns with your business strategy, the organizational philosophy, the function that job analyses will serve in the performance management plan, methods used for appraising performance, and an approach for delivering effective performance feedback from your employees. Alignment of the performance management system to the organizational business strategy The performance management system that my team has prepared for you is in line with your organizational business strategy and will help you accomplish your goal of achieving a -$50,000 annual net revenue for this year but an overall revenue growth of 5% for a couple of years (Goldeman & Stonefield, 2013 phone conversation). This system allows you to plan ahead and set expectations and goals to meet for your drivers and office employees. Your business strategy is to have the best customer service rating in all of the Limo companies in Austin Texas but offer lower prices than...
Words: 301 - Pages: 2
...In this case, we reject the null hypothesis. We can conclude that there is a difference in the average number of employees among firms of different sizes. Table 1 ANOVA Source of Variation SS df MS F P-value F crit Between Groups 7.87E+12 4 1.96742E+12 5.57 0.000475 2.472927 Within Groups 3.18E+13 90 3.53491E+11 Total 3.97E+13 94 Chi-square Test We perform a Chi-square test to evaluate whether there is an association between the size of the firm (0-4 employees, 5-9 employees, 10-19 employees, and 20-99 employees) and the number of firm expansions and firm contractions. Table 2 below presents the data for the number of expansions and contractions among different firms. The null hypothesis is H0: there is no association between the firm size and the number of firm expansions and contractions. The alternative hypothesis is H1: there is an association between the firm size and the number of firm expansions and contractions. Table 2 Number of Expansions and Contractions among Firms of Various Sizes for 2009-2010 Firm Size Expansions Contractions Total 0-4 518914 361932 880846 5-9 279441 342604 622045 10-19 211491 274428 485919 20-99 235712 247892...
Words: 1060 - Pages: 5
...Gateway launched a program that was aimed at increasing the awareness of the benefits of full-term delivery, and reducing the number of elective deliveries between 37 and 39 weeks gestation (Gateway Medical Center, 2015). The problems with delivering babies at this point of gestation is the increased risk for respiratory distress, jaundice, and hypoglycemia that could result in death before the child’s first birthday (Gateway Medical Center, 2015). With effective leadership surrounding this process improvement, the hospital has been able to reduce the number of deliveries to less than 5% for the last 6 months (Gateway Medical Center, 2015). The hospital has also become a member of the Joint Commission (Gateway Medical Center, 2015). The Joint Commission accreditation will conduct surveys to evaluate the facility’s compliance with national standards (Gateway Medical Center, 2015). These improvements can only be...
Words: 710 - Pages: 3
...Because of the high value of inventory, theft of inventory is the favorite target of employees. The embezzlement could occur in Dell Inc. Therefore, further investigation such as physical account of inventory and tracing or vouching method should be developed in inventory account. Furthermore, based on the SEC 2010 report, SEC charged Dell’s Chairman and CEO, former CEO and Former CFO $100 million with fraudulent behavior. And recent SEC compliant reports represent that illegal insider trades exist in Dell. Our audit team would concentrate more on the off-balance sheet information. 6.3 Identify Related Parties Dell Inc. Corporate governance policy requires that the CEO and CFO must sign certain representations regarding annual and quarterly reports and reviewed by audit committee. Since we rely on Dell Inc.’s inventory control after assess the internal control risk, we can assume that there is no misstatement or fraud with related parties’ transactions. 6.4 Preliminary Analytical Procedures We will use analytical procedures to see where the potential problem areas might exist in Dell’s balance account. In this stage, our auditors will use their experiences and professional acknowledge to expect what the account balance should be by using vertical and horizontal analyses of comparing current-year account balance to prior-year. Therefore, we will start with Dell Inc. prior fiscal year 2012 and calculate year-to-year changes in balance sheet and...
Words: 420 - Pages: 2
