...this project is to build a successful plant in Huntsville, Alabama. With having a successful plan, this will directly affect the number 5 priority (attain a national presence in the container industry) and number 6 priority (increase productivity). Then it will indirectly affect the rest of the priorities. | | Scope | The board expects the following to be in place when the project is completed: * Select resources such as: Architect, Real Estate Consultant, and General Contractor * Recruit and Train Managers for Huntsville Plant * Create a Pre-Production and Production Plan * Create a Building Concept and Design * Procure Building Site, Permits, and Appropriate Approvals * Construct the Huntsville Plant Building * Landscaping on Site * Personnel Recruiting for Plant Operations * Procure Equipment, Raw Material and Truck Fleet * Install Equipment * Create Product Distribution Plan and Pre-Production Plan * Start Up Production and Distribution The board doesn’t expect the following: * Geothermal Heating * Solar Powered Electric Feed * Multi-Level Parking Garage * In-House Food Court * Construction of Separate Distribution Facility | | Objectives | As the company grows, one of the objectives for building a new plant is to double the total sales within the next decade being top priority. Another objective is to develop and market new products based on the companies plastics experience. A couple more direct objectives to...
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...if a fraudulent activity occurred or not. If there’s no one in your organization with the experience or skill set to handle an accounting fraud investigation, hire an outside professional in order to uphold the credibility of the investigation. The main focus of an accounting fraud investigation is to collect the pieces of the puzzle and put them together to create a clearer picture of what happened. There are three main pieces in the accounting fraud puzzle: the pre-investigation, evidence collection and investigation interviews. These three activities help investigators get the information they need to complete the puzzle and report on the investigation. Pre-Investigation You need to know what you’re looking for. Set objectives at the outset of the investigation to make sure you know what documents you will need to obtain, professionals you’ll need to involve and people you’ll need to interview. The easiest way to gain greater insight into each of these areas is to conduct a thorough pre-investigation. The pre-investigation will help you make sure you have the facts of the initial complaint straight. Investigation Report Template Free Download A ready-to-use template to guide you through the investigation report writing process. Download Template According to Eugene Ferraro’s book “Investigations in the Workplace,” interviewing the complainant during the preparation and planning phase allows investigators to determine the size and scope of the investigation and better...
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...For a start, the purpose of this paper is to give the reader an appreciation of how the interview with a Grantwriter started and how it transitioned into a detailed conversation as validated in the audio recording. While on the subject of audio recording and confidentiality, it was requested by the interviewee that the voluntary information shared be used only as a learning instrument for the sole purposes of only the interviewer (Student – Ben Escobal) and the grading professor of this document (Dr. Hoefer). In addition, I will be sharing my thoughts/opinions as it is applicable to this assignment from the gathered beneficial information I acquired by actively listening to the interviewee passionately communicate her past and current experiences....
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...Table of content Research Background 1 Culture Research 1 1. Consumer Culture: Nail Preference Culture 1 2. When and where were the observations/interviews done? 1 3. Consumer List 2 4. Consumer theory Analysis 2 5. Observation Outline and Question List for Interview. 7 6. Who is the target of this culture? (Both demographic and psychographic profile of the individuals) 7 7. Group Members and their contribution to the project 8 Appendix I 9 Nail Preference Culture of Female Consumers Research Background Since marketers successfully promote the slogan “It is women’s nature to be beauty”, it seems also well-explained a phenomenon why in current market female consumer exists huge growth potential to marketers to pay attention to it. In this research project, we are trying to explore the nail preference culture of female consumers and understand their potential behavior motivations. In order to get practical information from this group of consumers, we interviewed some consumers in Nail D’Amour nail salon store as well as its nail specialist. In addition, we used value – Utilitarian Value/Hedonic Value, Motivation – Maslow’s Hierarchy of Needs, and Decision Making Process Model these three theories to explain behavior and motivations of these consumers. According to the interviewing results, we found that this group of consumers love doing nail is mainly due to its Hedonic value which satisfies consumers’ emotional demands to make...
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...- instead you could have other combinations eg.: - 1 live + 1 pre-recorded, or - 3 pre-recorded, or - a single live guest who speaks in both guest slots - a group of live guests who speak in both guest slots - etc Music/pre-recorded CD/MD tracks: these are essential to insert in the running order where you are changing over live guests - allow at least 4 minutes for a change over. Times (start/elapsed): don't try and count exact seconds - go to the nearest minute or 30 seconds. Version A - Live in the studio |No |Item |Duration |Time | | | | | | | | | |start |elapsed | |1. |Music track from CD |4-5 mins |00.00 |04:30 | |2. |Menu/introduction + jingle if available |20-30 seconds |04.30 |05.00 | |3. |Guest A - live in the studio or |5-6 mins |05.00 |10:30 | | |Pre-recorded item (interview or feature) on CD or MD | ...
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...effective was your contribution to the pre-selection interview preparations? Before the selection interview took place I had to prepare a few documents. I also had to complete an application form for this role play as I was the interviewee. My pre-interview contribution to the preparations was really effective as I completed the application form as soon as it was given to me. Also I made a Curriculum Vita along with a covering letter to go with it for the job position I was applying for. Before the interview I had to have some knowledge on reed, by this I read up some back ground information on the company. Finally I prepared for questions which will be asked from the panel and which I will ask them. I believe my contribution to the pre-selection interview preparations was excellent as I done everything which I suppose to do. Were you able to work effectively in a group? I was able to work effectively in a group as we did not have any problems working with any group member. In my group we cooperated effectively with each other and played an important part to the success of the interview. Each group member done what they were suppose to do. Working in a group allowed me to see practically how the recruitment process is done by employees in the workplace and do it for myself. Also working in a group enabled me to improve on my team working skills. How well did your role play go? The role play went extremely well as the pre-interview preparations was excellent therefore...
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...IIBM Institute of Business Management Examination Paper Human Resource Management Subject Code-B102 Section A: Objective Type & Short Questions (30 marks) MM.100 Part Two: Answer 1. Career planning involves efforts on the part of the organizations to provide avenues for growth to its employees. Certainly this growth should be accompanied by development. The other side of the coin is the role of employees in career planning. It involves effort on the part of employees to clearly think through and decided areas in which they would like to make a career for themselves. When employees have assessed their career needs and have become aware of organizational career opportunities, the problem is one of alignment. The crucial role has to be played by HRD in ensuring this alignment to build up morale in the organization. A systematic choice of development techniques like training, special assignment, counseling and rotational assignments should be made to ensure this alignment. Employees are often uncertain as to the type of work that would suit them best. There are a number of evaluation instruments available to determine basic aptitudes. Human Resource Development Managers should be able to guide employees by administering these instruments on them. Employees should also find out whether they are loners or socially active. These exercises with some assistance from HRD Managers should help in career need assessment. Realizing that employees have...
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...did not have the alumni network in New York, they tried to attract more high quality professionals from U.S. top 10 schools. For each school, a team captain is assigned so that students have a constant and familiar point of contact. Recruiting process for new outside associate started from company presentation at “core business schools” on campus which worked as the first screening interview. The next step was on-campus official interview which tested candidates for ability to work in investment banking as well as for cultural fit. Then, qualified applicants took part in “Super Saturday” and have five half-hour interviews with short breaks. Chip Rae is director of recruiting at SG Cowen who had a responsibility for the recruiting process. He tactically changed some recruiting process. For example, in the past the firm defined the U.S. top 10 schools as core school, but he enlarged it to the top 25 schools because the students SG Cowen hired from the top 10 schools are close to the best students in the next 15 schools. Rae asked associates or senior associates to conduct the first round interview because junior bankers are suitable to assess day-to day skills of candidates. Meanwhile he made sure senior bankers attend at Super Saturday to judge if candidates are a promising investment banker. Rae also tried to choose people who can act as a representative of the firm and develop corporate culture. Problem/ Opportunity SG Cowen does not have a standardized hiring process and...
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...If you were Stephen Conner, who would you hire, and why? In the case study of “Recruitment of a star” there are four candidates for the job offered by Stephen Conner. They are Gerald Baum, David Hughes, Sonia Meetha and Seth Horkum. Among all, my choice is Seth Horkum. There were several positive aspect which made him my first option such as his time management (being at interview before the schedule), his prior experience with PowerChip company (Upcoming client for RSH), his long term commitment (15 years of service @ Jefferson Brothers) which allows dependency and loyalty. With all the above aspects and the intelligence he exhibited in the interview makes him the best fit for the job. What problems does Stephen Conner face? When Stephen let Peter go, the biggest problem was to find the right replacement at the earliest. So the time was the key factor because it was the time when they were in need of a senior analyst to get started with the new client (PowerChip Company). Apart from that, he was facing a lot of concerns from the senior executives of the organization about his decision of letting Peter go. In fact they were more upset with his decision of making Rina who was an assistant to peter and joined the organization just 3 years ago as a substitute for Peter. What should Peter's replacement look like, and which of the candidates best fits this description? (Page 4) Peter was extremely intelligent and his analytical skills were superior. So if one has to replace...
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...antenatal care providers will continue to perform dipstick urinalysis at each and every appointment, whereas other providers will only perform one at every appointment if the patient presents with Gestational diabetes with oral glucose screening, Pre-eclampsia with blood pressure and Asymptomatic bacteriuria [urine infection with no symptoms] with a culture at the first visit (IHS.gov 2005). According to an article in the Journal of Family practice by William A. Alto, Screening for gestational diabetes using urine dipsticks for glycosuria is ineffective with low sensitivities. False-positive tests outnumber true positives 11:1. A 50-g oral glucose challenge is a better test. Tests for glycosuria after this blood test are not useful. Proteinuria determined by dipstick in pregnancy is common and a poor predictor for preeclampsia with a positive predictive value between 2% and 11%. If the blood pressure is elevated, a more sensitive test should be used. After urinalysis at the first prenatal visit, routine urine dipstick screening should be stopped in low-risk women. Urinalysis can be a quick and reliable indicator for some conditions such as UTI, dehydration and malnourishment (ketonuria). However in the case of gestational diabetes and pre eclampsia,...
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...things such as staffing levels, productivity, any adjustments that need to be made, and performance appraisals. Job analysis plays a major role in organisations and it is important to remember that it is an analysis of the job and not the person. Job analysis is also important when it comes to the selection process as this will be based on the job description which should be written from the job analysis provided. There are several methods in which a job analysis can be carried out. These could be; interviews, questionnaires and observation and all methods have their advantages and disadvantages. Interviewing the incumbent(s) The interview method of gathering information needs to be carefully structured and conducted in an open and transparent manner. They are a good way of obtaining valuable information, however the interviewer must have a rapport with the interviewee to feel comfortable enough for them to openly discuss their job role. Questionnaire Like an interview, the questionnaires should also be carefully structured to bring out the importance of the job aspects. These can usually be completed relatively quickly and are cost effective. However, the difficulty with a questionnaire is that the person answering the question may not interpret the question in the same way as the person that wrote the questionnaire. Furthermore, the...
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...2-3 robotics events etc. PRE-PLACEMENT PREPARATION - When it came to resume building, I mentioned my internship (which was in Samsung), projects I did and the co-curricular activities - I was confident about my aptitude and was focussing mainly core and analytics. - I didn’t prepare for GD but finally had to give GD in Coca Cola, ITC and Schlumberger. So you can never be too sure of what comes your way during the placements. PLACEMENT EXPERIENCE - I started my placement journey by getting shortlisted in Capital One on Day 1. They shortlisted 125 candidates on the basis of resume. Then they took a case study interview and reduced the number to 30. Then again took an aptitude test but finally didn’t give offer to anyone. - Then came Coca Cola on Day 2. They organised GD in the groups of ten each and then there was a single interview of about half an hour which mainly consisted of HR based questions. The topic of the GD was “Are Engineering students wasting time in studies ?”. The interview mainly focussed on the commitment to work with them and asked whether I did any activity depicting leadership skills. - Coca Cola shortlisted candidates with medium profile like moderate CPI with few extracurrecs. I had a target of gettng placed in Qualcomm from second year itself. It came on Day 2 and I got a call from Qualcomm in the middle of the interview of Coca Cola so I could not take their call. Immediately after this I went for the Qualcomm interview but they were not happy and...
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...attention, damage can be caused and grounds given for complaints. Feedback to the rejected candidates can help reduce the disappointment because it can give unsuccessful candidates practical information about what to do differently in future and how to enhance their skills and experience. For the appointed candidate, it provides the beginning of their development in their new job. Making Win-win decisions The final decision to appoint or reject candidates is usually made after an interview. The information collected throughout the previous selection activities can be collated to form a report on each candidate. This report will include an assessment on each candidate against the pre-determined selection criteria and recommend which aspects are in need of further exploration. What interviewers look for Overall interviewers attempt to see evidence of well roundedness, competence and success. A survey of personnel executives found that personality and demeanor during the interview affects hiring decisions the most. The second most important factor was experience, followed by specific skills and qualifications. Expansive resumes were given the least importance. Candidate Assessment Report...
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...caller may start telling you the purpose of the call. If your caller does not provide his or her name in the first few sentences, ask for it. Knowing the caller’s name is important because it makes callers feel they are respected. 2. Email Right now, more and more companies have realized how important their email communications are. However, many companies send email replies late or not at all, or send replies that do not actually answer the questions you asked. Here are some tips that can make your company has the excellent email communication skills. An email reply must answer all questions, and pre-empt further questions – If you do not answer all the questions in the original email, you will receive further e-mails regarding the unanswered questions, which will not only waste your time and your customer’s time but also cause considerable frustration. Moreover, if you are able to pre-empt relevant questions, your customer will be grateful and impressed with...
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...society I could make a difference in people’s lives, emphasis on social and environmental responsibility, and active in promoting equal rights for all. Well Resourced; I like a well-designed and comfortable work place, and I utilize necessary resources to do high standard work. Team Work Culture; enjoy working in a close knit team, have lots of interdependence, friendly and supportive colleagues, and cooperative and sharing atmosphere. After exploring the resource in the Phoenix Career Services I realized there are a lot of resources that believe might actually be very useful like the Interviewing link where you can go and they have help with conducting pre-interview research, preparing for your first interview, how to answer common interview questions. Which I think I will really explore that link, beings interviews seem to be the toughest part about job searching for myself. I think the resources in the Phoenix Career Services are wonderful resources for students to follow their career choices and with the extra help with certain areas of job searching can make it easier to obtain employment in a new career. I know that I will definitely be exploring the resources more and utilizing them as much as I possibly can. The Work Culture Preferences I think are similar to the Personal Competencies Assessment from week two in the way that they both relate to the fact that I am the type of person who strives to help people and maintain safe and structured work environment...
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