...Research Measurement and Survey Research Syed S. Hossain Institute of Statistical Research and Training University of Dhaka, Bangladesh Syed S. Hossain Institute of Statistical Research and Training University of Dhaka, Bangladesh Measurement and Survey Research Measurement and Survey Research Fundamental ideas construct validity (the degree inference can made from study to theory) Reliability (the quality of measurement) random and systematic error, Reliability and validity related Scales of measurements Nominal Ordinal Interval Ratio Syed S. Hossain Institute of Statistical Research and Training University of Dhaka, Bangladesh Measurement and Survey Research Arithmetic strength of scales of measurements Levels Nominal Ordinal Interval Arithmetic Counting Counting Ranking Counting Ranking Addition/Subtraction Counting Ranking Addition/Subtraction Multiplication/Division Features Categories Categories Ranks Categories Ranks Has equal units Categories Ranks Has equal units Has absolute zero Examples Religion Economic class IQ score Ratio Weight Syed S. Hossain Institute of Statistical Research and Training University of Dhaka, Bangladesh Measurement and Survey Research Information strength of Scales of measurements Syed S. Hossain Institute of Statistical Research and Training University of Dhaka, Bangladesh Measurement and Survey Research Types of Survey research Types Questionnaire mail surveys (cheap but low response)...
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...otherwise” reconstructed (U. S. Department of Health and Human Services [U. S. DHHS], n.d., p. 1). GCH, in response to the possibility of this type of catastrophic event, began moving to EMR in 2000. Staff training began immediately on EMR use. As an administrator of a hospital located in an area prone to hurricanes, priority is placed on preparing the staff for the possibility of a mass catastrophe. Staff is trained on privacy issues such as Health Information Portability and Accountability Act (HIPAA) and ways to prevent the accidental disclosure of health information. Staff members are required to complete yearly education to maintain their competency in this area.essentially unreadable, indecipherable, and otherwise” reconstructed (U. S. Department of Health and Human Services [U. S. DHHS], n.d., p. 1). GCH, in response to the possibility of this type of catastrophic event, began moving to EMR in 2000. Staff training began immediately on EMR use. As an administrator of a hospital located in an area prone to hurricanes, priority is placed on preparing the staff for the possibility of a mass catastrophe. Staff is trained on privacy issues such as Health Information Portability and Accountability Act (HIPAA) and ways to prevent the accidental disclosure of health information. Staff members are required to complete yearly education to maintain their competency in this area.essentially unreadable, indecipherable, and otherwise” reconstructed (U. S. Department of Health...
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...Office Management LO4 1 Induction Induction Training - Is training which is provided to all new employees by the employer to assist the new employee in adjustment to their new job, tasks and to help them become familiar with their new role, and work environment and the people around them/people they will be working with. It gives the new employee a basic overview of the company and its services as well as their role in the environment. It also allows for the employer to establish with the new employee what is expected of them in terms of working hours, dress code, any policies and procedures to be adhered to, it is also an opportunity for the employee to establish what their entitlements are in regards to holidays, what the procedures are for requesting holidays etc. Induction training clearly benefits the new employee as it allows them a good introduction to all aspects of their new role and what is expected of them, it also allows them to establish things like where the canteen is, where toilets are, break times, procedures for holiday requests, how to inform of absence (sickness) etc. It is also beneficial to the employer as it allows them an opportunity early on to establish clear foundations and expectations, the company policies and organisational structure job, department and company goals and objectives. 2 Performance Review Performance review is a periodic review of an employee’s performance. The review is normally done in a meeting between employer and...
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... | | | | | | | |Personal information | | |First name(s) / Surname(s) |Hamroz Abduhoshimov | |Address(es) |17/39 Tarakkiyot St, K-k 1/2 Almazar district, Tashkent, Uzbekistan | |Telephone(s) |+99890 1766825 |Mobile: |+99897 4662466 (additional) | |Fax(es) |N/A | |E-mail...
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...approximately 90% of all the cases being type II diabetes (WHO, 1999). Diabetes is a condition where the body does not produce adequate amounts of insulin or does not use the insulin properly. Insulin is a hormone that regulates the amount of sugar (glucose) in the blood, causing cells to use it for energy or store it as fat for future use. Type 2 diabetics have poor insulin sensitivity, resulting in the buildup of glucose in the blood rather than being used as energy (https://www.diabetes.ca/). A physically inactive lifestyle is one of the major risk factors for diabetes. Promoting healthy lifestyle behaviours such as proper nutrition, physical activity, quitting smoking and reducing alcohol consumption can help in reducing the amount of Canadians being diagnosed with diabetes and other chronic diseases. Prevention programs for diabetes implement low – to moderate intensity exercise. Although an ideal intensity has not been established, more research is showing that high intensity training may be more effective in improving glycemic control in Type II diabetes. Purpose/Question Physical activity in combination with diet and medication are the foundations of prevention, management and treatment for type II diabetes. According to research, exercise is the only treatment to show improvement in whole body skeletal and muscle oxidative capacity (Hansen, 2009). However, the exact intensity required to produce health benefits in preventing or treating type II diabetes is unknown. Therefore...
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...SAMPLE NARRATIVE REPORT FOR THE ASSOCIATE IN INFORMATION TECHNOLOGY STUDENT-TRAINEE (THIS PAGE NOT INCLUDED) LAGUNA STATE POLYTECHNIC UNIVERSITY VISION, MISSION, COLLEGE GOALS AND OBJECTIVES OF THE INFORMATION TECHNOLOGY PROGRAM VISION The University shall be known as a premier university in CALABARZON offering academic programs and related services designed to respond to the requirements/needs of the Philippines and the global economy particularly Asian countries. MISSION AND MAIN THRUSTS The University shall primarily provide advance education, professional, technological and vocational instruction in agriculture, fishery, forestry, science, engineering, industrial technologies, teacher education, medicine, law, arts and sciences, information technology and other related fields. It shall also undertake research and extension services, and provide a progressive leadership in its area of specialization. COLLEGE OF ARTS AND SCIENCES GOALS In pursuit of the University Vision/Mission, the College of Arts and Sciences is committed to develop students with well-rounded personality flexible enough to adjust in the changing needs of time for global competitiveness which are related to research, extension and production; equip them with knowledge and skills in Computer Education and other related fields in arts and sciences. THE OBJECTIVES OF THE IT PROGRAM General The Associate in...
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...Vertical QST’s requiring a Horizontal Stand and Shelf (TWQHS) - pic. Be on site NOI to assist with QST relocation. Will be required to install the shelf and may include new cable hole drilling. Remove vertical stand and mask any damage on the teller wall. pics CWP widen QST cable holes to 1 inch or larger on front and/or back of backsplash to accommodate QST, ferrite bead prior to the QST cable management pic Carl - fyi There is an empty power cord plugged into the server UPS pics Cwp to be on site night of install to assist with qst cable management due to bandit barriers along teller row pic(s) 20,24,11. FYII QST cables are at 1 inch. Cwp to be on site night of install to assist with false walls pic(s) SV3 tech drill QST cable holes to 1 inch or larger on front and/or back of backsplash to accommodate QST, ferrite bead prior to QST cable management pic(s) 9,10. Mount QST on customer right on horizontal shelf. SV3 Tech existing vertical QST will move to the new horizontal stand pic This will be the new TAR to change the vertical qst to a horizontal shelf. Include picture references. CWP to be onsite in support of QST installation. Work may include, but is not limited to, false wall removal, drilling, cable routing, etc. Also, assist with mounting of the QST wall shelf and removal of the QST vertical stands, if applicable. This will be the new TAR to have CWP remove false walls, drill, cable management, etc. Include picture references. CWP to...
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...S TRE NGTH EORY Table of Contents Introduction 3 (Very) Brief History and Background 7 More Frequent Practice for Improved Motor Learning 13 Habituation of the Stress Response 15 Cost/Benefit Ratio of Doing More Work Per Session 18 No Arousal, No Grinding, No Form Breakdown 21 Daily Min > Daily Max 23 Training Volume 25 Tools 27 The Workout Itself 31 Long-Term Programming Considerations 34 Alternate Idea – HIHF as a Block in a Broader Program 36 Easing Into an HIHF Routine 42 The Superman Effect 45 Some Final Notes 49 In Closing 51 The Bulgarian Manual 2 S TRE NGTH EORY Introduction T his is a simple how-to guide for implementing the Bulgarian Method for powerlifting. I’ll briefly discuss the “whys” of the system: Why high frequency training can be effective; why high frequency HEAVY training, in particular, can be effective. But be aware up front that such is not the primary purpose of this guide. All of that has already been discussed in great detail in the book “Squat Every Day” by my friend Matt Perryman. It’s just $7, it’s an easy read, and I’d highly recommend you pick up a copy if the theoretical underpinnings of the Bulgarian Method interest you. There’s not much I could say about the “whys” that’s not already contained in “Squat Every Day,” so I’m not just going to copy that content and try to pass it off as my own. I’m assuming...
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...(2004) 577–594 www.elsevier.com/locate/ijintrel Learning styles and their impact on cross-cultural training: An international comparison in France, Germany and Quebec Christoph I. Barmeyerà ´ IECS—Ecole de Management de Strasbourg/Universite R. Schuman, CESAG (Centre d 0 Etude des Sciences ´es ` ˆt Applique a la Gestion), 61, Ave de la Fore Noire, F 67085 Strasbourg, France Abstract Every person has his or her own individual way to learn and to solve problems in day-to-day situations. These personal cognitive strategies, acquired in a long socialization process are called ‘‘learning styles’’ and may differ depending on gender, age or culture. In this study, the learning styles of over 300 students in business administration in France, Germany and Quebec are examined with the Learning Style Inventory (LSI). Representative and signiï¬cant learning differences where found. This is why the LSI can be used in a ï¬rst step for the illustration and comparison of typical patterns of learning. In a second step the results may be of use to international trainers in making decisions about course design and methods of cross-cultural training in relation to the learning proï¬les of the participants. r 2005 Elsevier Ltd. All rights reserved. Keywords: Learning styles; LSI; Culture; Cross-cultural management; Socialization; Intercultural training; Cultural differences; Training methods ÃFax:+33 3 90 41 42 70. E-mail address: christoph.barmeyer@iecs.edu. 0147-1767/$ - see...
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...Curriculum Vitae | | | | | | |Personal information | | |Surname / First name |Thomadakis Markos | |Address |95, Ithakis, 11251, Athens, Greece | |Telephone(s) |6945536633 | |E-mail |markosth@hotmail.com | |Nationality |Greek | |Date of birth | May 28 1975 | |Gender |Male | | ...
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...order to earn money” and a “Profession” as “a type of job that requires special education, training, or skill” . The main difference is some form of special education and training is required to be considered a profession and those same requirements are not necessary in order to have a job. For example, there is a hotdog vendor that sells hotdogs on the corner of a busy downtown street. No special education or training is required to do this job; conversely an architect designs buildings in that same downtown. The architect is required to have special education and usually attends other training throughout their career. To further clarify this point, one could go to the architect to buy a hotdog, but one would not seek out that hotdog vendor to design a building. Based on these definitions, the Army is a “Profession”. When a Soldier starts out in the Army, the individual attends what is the initial entry training that is where they start their special education and training. They learn basic soldiering skills along with learning the Army values and ethics. The Soldiers then continues their special education and training by completing advanced initial training. This usually consists of specialized training in the area of their Military Occupational Specialty which is the main job they will do while in the Army. While these two different types of training are completed early in their Army career, their education and training does not conclude at that point. As the Soldier...
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...The Effectiveness of Virtual Training in Organizations Lisa R. Sickinger University of Maryland University College ITEC 610 Section 9042 Abstract This paper discusses how virtual training is a cost effective training solution for organizations without sacrificing training quality. Three major motivations for implementing virtual training are discussed: 1) To replace traditional training; 2) To develop new training capabilities; and 3) To augment traditional training. In each of these scenarios, this paper shows how cost effectiveness is realized through cost savings, reduced risks and increased proficiency of trainees. Table of Contents Introduction 4 Background 4 What is Virtual Training? 4 What is Cost Effectiveness? 5 Virtual Training Effectiveness 6 Replacing Traditional Training 6 Developing New Training Capabilities 9 Augmenting Traditional Training 13 Conclusion 18 References 19 Introduction Virtualization is a term often heard today with regards to information technology innovations. One area of virtualization that is widely being adopted by organizations is virtual training. Is the adoption of virtual training simply a popular trend or are there greater benefits? Like any project, the development and implementation of a new technology like virtual training requires extensive planning and resource allocation. Are the extensive investments needed to implement a virtual training program worth it to the organization in the long...
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...outline shows the structure of the Implementation Plan. INTRODUCTION This section provides an overview of the information system and includes any additional information that may be appropriate. 1 Purpose This section describes tile purpose of the Implementation Plan. Reference the system name and identify information about the system to be implemented. 2 System Overview This section provides a brief overview of the system to be implemented, including a description of the system and its organization. 1 System Description This section provides an overview of the processes the system is intended to support. If the system is a database or an information system, provide a general discussion of the description of the type of data maintained and the operational sources and uses of those data. 2 System Organization This section provides a brief description of system structure and the major system components essential to the implementation of the system. It should describe both hardware and software, as appropriate. Charts, diagrams, and graphics may be included as necessary. 3 Project References This section provides a bibliography of key project...
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...Joanne Lawrence BA(Hons) Education and Training EPD 303 Applied Research in Post Compulsory Education and Training Demie, F. (2005). Achievement of Black Caribbean pupils: good practice in Lambeth schools. British Educational Research Journal 31(4), 481-508. A Critique. This paper is a critique of F Demie’s ‘Achievement of Black Caribbean pupils: good practice in Lambeth schools’, which is an interpretive study by Feyisa Demie Jan McKenley, Chris Power, and Louise Ishani. The LEA provided the funding for this research project. The aim of the research according to Demie was to ‘Identify a number of significant common themes for success in raising the achievement of Caribbean heritage pupils’. In order to analyse these achievement rates, Researchers looked at good practise in Lambeth schools. Demie does not provide the reader with any clues in regard to the researchers’ backgrounds and qualifications. One cannot learn from the report under analysis whether Demie et al were LEA employees with a task to prepare a ground for future policy making. Demie et al chose to study 10 primary and 3 secondary schools in the Lambeth region, where the rates of Black Caribbean performance were reported to be above national and LEA (Local Education Authority) averages. The aim of the investigation was to identify the factors enabling pupils of Black Caribbean origin to achieve high standards in British schools, and to track ‘significant common themes for success in raising the achievement’...
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...all while remaining courteous and polite. With that said the most appropriate delivery method for training its employees is structured on-the-job training (S-OJT). Web-based training is also appropriate for instruction on making beverages and operating equipment, but the best training in this type of customer service environment is S-OJT. S-OJT is structured training that takes place in the real work environment with customer interaction because it occurs during operational hours. The trainee generally shadows the trainer for a period designated at the onset of training. After the shadowing, the trainee is required to demonstrate his or her abilities while the trainer observes. During the observation period, the trainer makes suggestions or corrections so the trainee can adjust prior to moving into his or her position within the store. S-OJT is appropriate for Starbucks’ organization because emphasis was placed on consistency and uniformity on a regional level in 2010. At one point, Starbucks determined that there was discrepancy in the way transfer and borrowed partners were performing. A S-OJT program would fulfill this objective because baristas, regardless of location, would be trained the same; therefore they will perform in the same way throughout the organization. “From a practical perspective, S-OJT offers some apparent advantages for managers because the training might be conducted when...
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