...HOW TO Prepare Your Curriculum Vitae Revised Edition Acy L. Jackson and C. Kathleen Geckeis Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Manufactured in the United States of America. Except as permitted under the United States Copyright Act of 1976, no part of this publication may be reproduced or distributed in any form or by any means, or stored in a database or retrieval system, without the prior written permission of the publisher. 0-07-142626-4 The material in this eBook also appears in the print version of this title: 0-07-139044-8 All trademarks are trademarks of their respective owners. Rather than put a trademark symbol after every occurrence of a trademarked name, we use names in an editorial fashion only, and to the benefit of the trademark owner, with no intention of infringement of the trademark. Where such designations appear in this book, they have been printed with initial caps. McGraw-Hill eBooks are available at special quantity discounts to use as premiums and sales promotions, or for use in corporate training programs. For more information, please contact George Hoare, Special Sales, at george_hoare@mcgraw-hill.com or (212) 904-4069. TERMS OF USE This is a copyrighted work and The McGraw-Hill Companies, Inc. (“McGraw-Hill”) and its licensors reserve all rights in and to the work. Use of this work is subject to these terms. Except as permitted under the Copyright Act of 1976 and the right to store and retrieve...
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...RECRUITMENT MATRIX HCS 341 September 12, 2011 RECRUITMENT MATRIX |Recruitment Strategy or Method |External or Internal |Appropriateness for Health Care | |Referrals from current | | | |employees |Referrals from current employees can |Recruiting by means of current employees is| | |involve candidates within the organization |a practical and appropriate strategy for | |Referrals from current employees help with |or outside. Hiring employees referred from|healthcare because human resources can use | |the recruitment process in positive ways. |a current employee outside the organization|the current employee as a reference check. | |Current employee referral programs provide |can have a positive impact for an |Current employees who recruit a candidate | |an incentive for current employees to bring|organization. One of the positive impacts |may have worked with the individual in a | |in reliable candidates (Gomez-Mejia et al.,|includes retaining a long-term employee who|previous job or may be someone they are | |Chapter 5, 2010). The current employee |has a positive outlook about the company |involved with on a professional level. The| |could be eligible for a recruitment bonus, |from the current employee (Gomez-Mejia...
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...HR PRACTICES OF WIPRO STUDENT UNDERTAKING This is to certify that we have completed the Project titled “H R P r a c t i c e s o f W I P R O ” under the guidance of Prof Sana Danani in partial fulfillment of the requirement for the award of degree of Bachelor of Management Studies at Rizvi College of Arts, Seience & commerce. This is an original piece of work & we have not submitted it earlier elsewhere. ROLL NO. 105 86 100 89 71 NAME: Jyoti Singh Atul kumar Pandey Muzaffar Shaikh Asim Qureshi Jangle Sanchit SIGN ACKNOWLEDGEMENT We would like to thank my Project Guide Prof. Sana Danani for her immense guidance, valuable help and the opportunity provided to us to complete the project under his guidance. I would like to thank all faculty members of Rizvi College of Arts, Science & Commerce for guiding and supporting me in the completion of project from time to time. Last but not the least, my gratitude to great almighty and my parents without whose concerned and devoted support the project would not have been the way it is today. ROLL NO. 105 86 100 89 71 NAME: Jyoti Singh Atul kumar Pandey Muzaffar Shaikh Asim Qureshi Jangle Sanchit SIGN SUBJECT PROFESSOR (Prof. Sana Danani) CO-ORDINATOR (Furkan Shaikh) CERTIFICATE This is to certify that the project titled “ HR p r a c t i c e s o f W I P R O ” is an academic work done by the following student submitted in the partial fulfillment of the requirement for the award of the degree of bachelor of management...
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...Introduction United States legislative changes, such as those described by federal laws such as Individuals with Disabilities Education Improvement Act (IDEIA) reauthorized in 2004 (Pub. L. No. 108-466) and the No Child Left Behind (NCLB) Act of 2001 (Pub. L. No. 107–110), require that students with increasingly diverse learning characteristics have access to and achieve high academic performance in the general education curriculum. The changing demographics of the United States have also played a role in diverse learning characteristics of the American learners in classrooms today. With an educational system that serves approximately 76,355,000 students, 30,982,000 or 40.58% are of an ethnically diverse background and 5% of school age children have a disability (U.S. Census Bureau, 2008). These changing legal requirements and student demographics in United States educational systems combine pointing to the need for increased collaborative planning and teaching among school personnel attempting to comply with these legal mandates to serve all students fairly and equitably in general education classrooms. Co-teaching is an approach that helps educators meet both IDEIA and NCLB mandates, and is defined as “two or more people sharing responsibility for teaching some or all of the students assigned to a classroom” (Villa, Thousand, & Nevin, 2008, p. 5). In schools within the United States, co-teaching often involves general education and special education teachers working...
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...METHODS OF TEACHING LINGUISTICALLY DIVERSE STUDENTS LEDU 341/ SEED 541 SPRING 2015 ------------------------------------------------- PROFESSOR/CLASS INFORMATION Jenna Canillas Stein M.A. Course: LEDU 341/ SEED 541 Methods for Teaching Culturally & Linguistically Diverse Students Term: Spring 2015 Credit Hours/Units: 3 hours Class Time: Location: Section 01 – Thur. 4:30 -7:15 PM (Multiple Subject) ROOD 57 Section 02 – Thur. 7:20 - 9:50 PM (Single Subject) ROOD 57 E-Mail: Jennifer.stein@biola.edu Office Hours: T-12:45-4:15 PM; Office Location: SOE #20 W- 2:30-4 PM; TH 1-4 PM Meetings with Professor: Email or via SOE (Flora) Office Phone: x5651 School Website: www.biola.edu Dept. Website: http://education.biola.edu ------------------------------------------------- BIOLA UNIVERSITY MISSION STATEMENT TRUTH~TRANSFORMATION~TESTIMONY PATTERNS OF THOUGHT, HEART, AND ACTION The mission of Biola University is biblically centered education, scholarship, and service; equipping men and women in mind and character to impact the world for the Lord Jesus Christ. ------------------------------------------------- SCHOOL OF EDUCATION MISSION/VISION STATEMENT The mission of the School of Education is to equip Christian educators to impact, public, private, mission and homeschools through biblically centered education, scholarship, and service. The vision of the School of Education is to equip a generation...
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...Selecting a media agency In association with: Selecting a media agency INTRODUCTION Whatever their size and experience, advertisers strive for quality, performance and productivity in all disciplines; and media strategy/media buying are no exception. In any discipline, questioning its process may occur at certain times in the lifecycle of an organisation, and this may lead to a media pitch. Over the past years, media planning and buying have come through many changes. Communication groups have turned their media departments into specialised companies and independent media buying shops have strengthened their skills and strategic capabilities. The companies are no longer mere buying points but real media agencies: their competencies have broadened to better meet advertisers’ needs. Today, advertisers face a highly concentrated and sophisticated media agency market, whose players have a high degree of professionalism. Selecting a business partner in this area is therefore a critical step for both the advertiser and the agency, and from both a strategic and financial perspective. In this context, this guide aims at helping advertisers and agencies to work together in an informed manner, focusing on quality and performance in their relationships. We propose methods, from defining the objectives to fine-tuning the contractual arrangements, which will allow the advertiser and its media agency to build a new relationship on solid grounds. Rather than identifying the “best”...
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...A PROJECT REPORT ON “Recruitment and Selection at AVIVA LIFE INSURANCE” SUBMITTED TO UNIVERSITY OF PUNE BY SAUMYA MEHTA M.P.M. – IIIrd Semester (2006-08) CERTIFICATE This is to certify that Saumya Mehta student of SINHGAD INSTITUTE OF BUSINESS ADMINISTRATION & RESEARCH, Pune has completed her field work report at AVIVA Life Insurance on the topic of “Recruitment and Selection” and has submitted the field work report in partial fulfillment of MASTER IN PERSONNEL MANAGEMENT of the UNIVERSITY OF PUNE for the academic year 2006-08 She has worked under our guidance and direction. The said report is based on bonafide information. Mr. Anil Chand Project Guide Prof. R Ganesan Director Date:- Place:- SINHGAD INSTITUTE OF BUSINESS ADMINISTARATION AND RESEARCH, KONDHWA (BK) DECLARATION I hereby declare that the project titled “Recruitment and Selection” is an original piece of research work carried out by me under the guidance and supervision of Mr. Anil Chand. The information has been collected from genuine & authentic sources. The work has been submitted in partial fulfillment of MASTER IN PERSONNEL MANAGEMENT of Pune University. Place: Date: Saumya Mehta ACKNOWLEDGEMENT The joy of ingenuity!!! This is doubtlessly what this project is about. Before getting to brass tacks of things. I would like to add a heartfelt word for the people who have helped me in bringing out the creativeness of this project. To commence with things I would...
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...Chapter 1 1. Introduction “A highly successful organization is built on the strengths of exceptional people. No matter how much technology and mechanization is developed, no organization could survive and prosper without them”. --- Luszez and Kleiner, 2001 The most important corporate resource over the next few years will be talent: smart, sophisticated business people who are technologically literate, globally astute, and operationally agile. And even as the demand for talent goes up, the supply of it will be going down (Fishman, 1998 cf. Trank et al., 2002). This seems to particularly hold true in case of the motor vehicle industry in Bangladesh which requires high quality and highly skilled labour force to cater to the rapidly increasing global demand for communication services but is currently facing an increasing shortage of skills supply. Moreover, due to shortages of skilled workers, high turnover rates, and rapid business growth in the service sectors, it has been noted that recruiting, selecting, and placing applicants are among the top three priorities of human resource professionals (Bureau of National Affairs, 2000; Straus, Miles, and Levesque, 2001 cf. Bauer et al., 2004). Since the motor vehicle industry in Bangladesh is faced with these three challenges, recruitment and selection comprises an important human resource practice in this industry. Further, in this industry, human resources comprise...
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...Chapter 1 – Strategic Human Res. Mgn Chapter 1: Strategic HRM HR functions: all relative to the company’s performance - analysis and design of work - employee relations -recruiting -selection - training and development - performance management - compensation - supporting the organizations strategy Environmental trends impacting HRM - Changes in the labour force * Aging workforce * Diverse Workforce * Labour unions * Contigent employees * Skill deficiencies - High Performance Work Systems * Knowledge workers * Employee engagement * Teamwork * Increasing education - Change in the employment relationship * New psychological contract * Organizational culture/climate - Others: * Economic conditions * Technological changes * Government * Globalization Chapter 2 – Changing Legal Emphasis There are 14 jurisdictions, 10 provinces, 3 territories and Canada as a whole for employment laws. - Provincial/territorial employment laws govern 90% of population - Federal employment legislation governs the other 10%. The legal framework for employment also includes constitutional law, particularly the Charter of rights and Freedom; acts of Parliament; common law (wrongful dismissal) and contract law. Regulations: legally binding rules established for the special regulatory bodies (ministry of labour, human rights commission) created to enforce compliance with the law and aid in its interpretation....
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...Management Practices 4 1.1 The Body Shop’s Strategic Management Practices 4 1.2 Limitations and Alternative Approaches 6 1.3 Strategy proposed 7 Section II Corporate Governance 8 2.1 Evaluation of Governance structure 8 2.2 What is the stakeholder’s role? 9 2.2.1 Keep satisfied 10 2.2.2 Keep Informed 11 2.2.3 Key players 11 Section III Hard Changes in the Body Shop 13 3.1 Existing Value Chain 13 3.2 Adjustment 14 3.3 What strategy method should Body Shop undertake? 15 Section IV Culture and Leadership Changes 17 4.1 Strategic Change through Culture 17 4.1.1 Control Systems 19 4.1.2 Organisation and Power Structures 19 4.2 Strategic Change through Leadership 20 Section V Implementation Plan 21 5.1 Preliminary Activities to enter China 22 5.2 Procedure of starting a Business in China 23 5.3 Setting up the First Store 23 Conclusion 24 References 25 Introduction L’Oreal Group is the world’s largest cosmetic and beauty company, headquartered in France. It offers a vast amount of products and services across the cosmetic field, concentrating on make-up, hair care, skin care, perfumes and sun protection. L’Oreal divides its brand portfolio into five divisions, Professional products, L’Oreal Luxe, Consumer Products, Active cosmetics and The Body Shop, which covers different the lines to the diverse consumer group globally. The focus of this report is The Body Shop –...
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...Chapter I THE PROBLEM AND ITS BACKGROUND Introduction As technology continues to advance, computers are becoming more part of everyday life. Computers are everywhere at work, at school, and at home. Many daily activities either involve the use of or depend on information from a computer. It is also the best solution for providing information and a way of communications in every individual and gives better understanding of some events that can arouse the interest of some particular subject matter. The computerized world is highly efficient one, which processing the big quantities of data and keeping. Computer can be considered as another instrument for developing a system like grading system in every school. This can be a great help to those teachers who are handling many task from providing easier and faster access. Through the advancement of Education System in the Philippines and the application of K-12 system in public and private schools, the systems of grading and recording must be restructured together with the development of the country’s system. K-12 system of assessment critically changed and made assimilation with the international countries. The ideal system focused on the decisive purpose of quality assuring student learning. The said education system is also a standard-based to guarantee the productive teaching of teachers to help the students aspire through their goal. The propagation of technology greatly helps the teachers and students to have efficient...
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...A Glimpse of ARCADE GROUND Name: ARCADE GROUND Industry: Gaming Service Provider Tagline: “Play the Game, Feel the Intensity, Achieve what you dreamt” Profile of the Team KASHFIA KAMAL (CEO) A chief executive officer (CEO) is the highest-ranking corporate officer executive in charge of total management of an organization. The responsibility of an organization’s Chief Executive Officer or Managing Director is set by the organization's board of directors or other authority, depending on the organization's authorized structure. The CEO although have to coordinate the overall management and executive bodies, but this position have the flexibility to divide the decisional factors to other department, as the rest of the governing body have to report to the CEO in a certain time frame. SAYEF-AL-NASIR (COO) A Chief Operating Officer (COO) is one of the executives who hold a higher rank in a company and comprises part of the executive team. The Chief Operating Officer is in charge for the daily operation of the company and consistently reports to the higher ranked executive, generally the Chief Executive Officer. The COO may also hold the title of President which makes him or her the second in command at the firm, especially if the highest ranking executive exists in the hierarchical structure. The Chief Operating Officer has to interact with the department head of Finance as the funding will be connected with the operating plans and activities. KHAWAJA SHAHZAN EHSAN...
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...Derivatives: A Beginner’s Module 1686 120 60 100 50 5 4 Equity Derivatives: A Beginner’s Module 1686 120 60 100 50 5 5 1686 120 60 100 50 5 1686 120 60 100 50 5 7 Interest Rate Derivatives: A Beginner’s Module Commercial Banking in India: A Beginner’s Module Securities Market (Basic) Module 1686 120 60 100 60 5 8 Capital Market (Dealers) Module * 1686 105 60 100 50 5 9 Derivatives Market (Dealers) Module * 1686 120 60 100 60 3 1686 120 60 100 60 5 1686 120 60 100 60 5 12 FIMMDA-NSE Debt Market (Basic) Module Investment Analysis and Portfolio Management Module Fundamental Analysis Module 1686 120 60 100 60 5 13 Financial Markets (Advanced) Module 1686 120 60 100 60 5 14 Securities Markets (Advanced) Module 1686 120 60 100 60 5 15 Mutual Funds (Advanced) Module 1686 120 60 100 60 5 16 Banking Sector Module 1686 120 60 100 60 5 17 Insurance Module 1686 120 60 100 60 5 18 Macroeconomics for Financial Markets Module 1686 120 60 100 60 5 19 Mergers and Acquisitions Module 1686 120 60 100 60 5...
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...CAREER EXPLORATION PROGRAM (PROJECT FIGARO) PROJECT PLAN APRIL 2015 Document versions and key changes: Version | Issue Date | Key Changes | Author | 2.0 | April 25, 2015 | Updated WBSUpdated PERT/CPMUpdated Organizational Chard | Monitoring & Control Committee | Approved by: Version | Name | Function | Signature/Email | 2.0 | Sorono, Terence | Project Sponsor | | TABLE OF CONTENTS Executive Summary of Project 1. Project Title 2. Introduction 3. Background 4. Goals and Objectives 5. Scope 6. Time Frame 7. Cost Management Plan 8. Benefit Analysis 9. Risk Assessment 10. Milestones 11. Assumptions 12. Constraints 13. Critical Barriers 14. Deliverables and Key Users 15. Approach 16. Schedule 17. Communication Plan 18. Quality Management Plan 19. Appendices Executive Summary of Project Project Name: | Career Exploration Program (Project Figaro) | Date: | 29 April 2015 | Submitted To: | Prof. Terence Soroṅo | Objectives:The main objective of this project is to guide the students in choosing their courses in college through established means of exploring their passions, talents, and interests and eventually, pursuing a career they are most interested in. Project Deliverables & Key Users:In summary, this project aims to: 1) Design a seminar program that will help students identify their passion, explore them, and find ways to turn them into career opportunity...
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.... . . . . . . . . . . . . . . 2 First Steps: Assessment, Market Analysis, Business Plan and Child Care Licensing . . . . . . . . . . . . . . . . . . . . . . . . . 3 Finding Your Facility . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 Design Considerations and Process . . . . . . . . . . . . . . . . . 8 Program Administration and Curriculum . . . . . . . . . . 17 Appendix A: Timeline for Start-up . . . . . . . . . . . . . . . . . . . . . . . . . 19 Appendix B: Agencies and On-line Resources . . . . . . . . . . . . . . . . 20 Appendix C: Resources for Developing Polices/Procedures . . . . . 22 Appendix D: Classroom Equipment and Materials List . . . . . . . . 23 Appendix E: Care About Childcare Criteria . . . . . . . . . . . . . . . . . . . 24 Appendix F: Structural Rules from Licensing . . . . . . . . . . . . . . . . .27 Appendix G: Accreditation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30 Appendix H: Resources . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31 State of Utah, Department of Workforce Services, Office of Child Care © 2012 Opening a Quality Child Care Center Introduction THE BUSINESS OF CHILD CARE Welcome to the world and work of child care! The purpose of this manual is to provide a prospective child care center owner and/or manager with an overview of the tools needed to be successful in the business. It is organized from preliminary planning steps through the child care center licensing procedure...
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