...$1 million in purchasing a parcel of share from one of the two considered target companies, Cochlear Ltd. and Sonic Healthcare Ltd. As the members of the “Investment Panel” of the company, we analyse various investment opportunities and make recommendations. This report firstly analyse the background of the two target companies. Both of the companies belong to healthcare industry. After industry and economic background analysis, we find that even though the economic was suffered a great loss after the global financial crisis, the healthcare industry was not influenced a lot. While doing the risk analysis, we divide it into three parts which are operational risk, strategic risk and financial risk. We found that although COH is facing several challenge, it has a better and more stable performance in the three aspects compares to SHL. Therefore, we recommend purchasing share of COH. 1. INTRODUCTION This report is aim to give analysis for investment decision between Cochlear Ltd. and Sonic Healthcare Ltd. The background of the companies, industry and economic will be assessed first. Furthermore, we will analyse two companies’ operational risk, strategic risk and financial risk. Finally, we will make recommendation base on the research. 2. BACKGROUND 3.1. COMPANY BACKGROUND Cochlear Ltd. (refer to COH in this report) was established in 1985 and listed in Australia in 1995. The company focuses on the development of implantable hearing devices with the mission to help...
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...positions, while having a short term cautiously bullish view on the stock but also concerned about the fall in the price. Hence a combination of collar strategy and protective put was adopted, as they are more appropriate for a short term period. Only one stock was shorted. Also we seek a target return of 10% annualized. Benefits & Risks - Our profit potential is not limited, so if the share price rise, we still benefit from increase in value of share. The strategy being effective for a short period. The options chosen were of shorter time period as the time decay works in our favour which have been written, time erodes faster when option approaches expiry. Also out of the money options were chosen as there was an expectation that calls would not be realised as the stock price would reasonably grow. This led to increase participation in share price rise while the trade-off is on premium received which is lower for out of money options. A detailed explanation has been provided in APPENDIX A. Portfolio Construction A portfolio of 6 stocks from ASX200 and their related options was constructed on 03rd Sep’15 to be held for 2 weeks and then squared off at the end of the period. The top performing stocks from well diversified sectors were identified based on fundamental and market analysis. 1) Energy sector - AGL Energy Limited (AGL) 2) Healthcare sector -Sonic Healthcare Limited (SHL) 3) Information Technology sector - Computershare Limited (CPU) 4) Financial Services...
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...should complete the MQ again. Summary Sample’s key motivators and demotivators are summarised below in priority order. Typically, focusing on areas that are highly motivating or demotivating is most effective. To maximise the value of this information it is important to confirm with Sample what motivates her, and to discuss with her the impact of this in her current or future role. Highly Motivating Autonomy Personal Principles Personal Growth Interest Highly Demotivating Moderately Motivating Achievement Material Reward Progression Ease and Security Competition Commercial Outlook Recognition Flexibility Affiliation Status Power Moderately Demotivating Fear of Failure > Page 2 of 14 Employee Motivation Report © SHL Group Limited 2008 Sample Report: 12 August 2009 Highly Motivating The following are likely to highly motivate Sample: Autonomy Likely Positives • • Highly motivated by being given scope to organise own approach to work. Likely Negatives • • Likely to be very irritated by regular close supervision A lack...
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...Best Practice Series Guidelines for Best Practice in the Use of Job Analysis Techniques Contents 1. 2. 3. 4. 5. 6. 7. Introduction Job analysis in practice Job analysis techniques The application of job analysis information: the generation of competencies Social and organisational issues Future trends in job analysis A final word Page No 1 5 6 10 12 16 17 18 19 20 21 Glossary SHL services References Further reading 1. Introduction Because job analysis is an important precursor to many Human Resource activities, SHL is committed to promoting and maintaining quality practices in this area. These guidelines are based on best current professional opinion and are intended to provide an account of best practice. They are supplied to clients, and should be used for guidance only. They are NOT intended as a substitute for a recognised training course. 1.1 What is job analysis? Job analysis is a systematic process for collecting and analysing information about jobs. Job analysis provides information about the work performed and the work environment. It also identifies the knowledge, skills, abilities and personal competencies people need to perform their work well. In short, it is a method that provides a description of the job and profiles the competencies people need to be successful. Most definitions of job analysis identify three key points: • Job analysis is not a single methodology - it is a generic term which refers to a range of techniques, including observation...
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...Organization ...... 7 2. Identify Current and Potential Leaders Within the Company ...... 7 3. Identify Leadership Gaps ......................................................... 11 4. Develop Succession Plans for Critical Roles ........................... 12 5. Develop Career Planning Goals for Potential Leaders ............. 14 6. Develop a Skills Roadmap for Future Leaders ......................... 15 7. Develop Retention Programs for Current and Future Leaders . 18 Conclusion ...................................................................................... 19 Seven Steps for Effective Leadership Development Introduction The importance of business leadership is well articulated by this observation: A good leader can make a success of a weak business plan, but a poor leader can ruin even the best plan. That’s why developing effective leadership by using a consistent talent management program at all levels across the organization can return significant business value. To identify, attract, fill, and retain corporate leadership talent, companies need leadership development programs focused on hiring strategies, employee development, and career and succession planning. Currently companies are not well prepared to fill vacancies in their leadership roles. A 2008 study found that only 36 percent of the surveyed companies felt prepared to immediately fill leadership positions, as shown in Figure 1. Figure 1. Companies...
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...Literature Reviews All three articles reviewed: ‘Guidelines for Best Practice in the Use of Job Analysis Techniques’ by SHL GROUP http://www.shl.com/assets/resources/Best-Practice-Job-Analysis.pdf, ‘What Happens If an Organization Doesn’t Conduct a Job Analysis?’ by Anaya Baldwin, Demand Media http://smallbusiness.chron.com/happens-organization-doesnt-conduct-job-analysis-15562.html, and ‘Job Analysis’ created by the Canadian Job Bank http://www.jobsetc.gc.ca/pieces1.jsp?category_id=2802&root_id=2801, all fully support Job Analysis in ways such as creating a definition of a needed position, aligning current employees with jobs that match their work skills, creating standards which can be quantifiable, and setting realistic goals and expectations for employees. The ‘Guidelines for Best Practice in the Use of Job Analysis Techniques’ article is very comprehensive from the beginning phases of what a job analysis is to special considerations, as well as different techniques. Like this course project, this article starts with stating that it is important to identify the knowledge, skills, and abilities needed for a person to perform a job. They state a wide range of ways in which to define the KSA’s, like observing current employees, having employees and managers fill out questionnaires, and interviewing employees of all levels to get input. Some interesting insight provided in this article is related to disability and job analysis. Taking into consideration the fact...
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...SME Case Study: the Export of Griffon Hoverwork Company Griffon Hoverwork Ltd (GHL) is a medium-sized company in Southampton founded in 2009 based on the acquisition and merger of two companies, Hoverwork and Griffon Hovercraft. It combines more than 40 years of hovercraft design, manufacture and operational experience together. In addition, it has more than 170 craft in operation with customers, which supply a wide range of applications, from passenger services through to survey work and engineering support more than 40 countries. Moreover, exporting in GHL is the main part, accounting for 92 percentages in total sales in 2012. In the past several years, there are some activities held by different organizations encouraging GHL export development. First, GHL engaged in the Government activities to expand its foreign marketing. For instance, on 18th February 2013, GHL engages Prime Minister on tour to India, the GHL sale and marketing director, Mike Coveney joined in this tour with other 100 British business leader to India in order to make more and new accesses enter into India market than before. Fortunately, GHL made a contract with the India Coastguard to supply 12 hovercrafts, it present a good prospect which is benefit to GHL expands into India market in the future. Not only making the contract with India, there are other orders coming from other countries, such as Canadian and Korean coastguard, the Pakistan Navy and so on. Specially, the Peruvian Navy have received five...
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...Re g Big toda ister yf Sa o vin r gs ! Business Enabling • Strategic Innovation • Capability Building FIVE WAYS TO REGISTER +971 4 335 2437 +971 4 335 2438 register@iirme.com IIR Holdings Ltd. P.O Box 21743, Dubai, UAE Business Enabling • Strategic Innovation • Capability Building www.hrsummitexpo.com AY2001 Tuesday 20 November 2012 Wednesday 21 November 2012 Thursday 22 November 2012 DAVE ULRICH NEW AND EXCLUSIVE FOR 2012 Full Day Masterclass C Full Day Masterclass D A Day With The World’s Most Influential Person in HR FOR THE FIRST TIME LEARNING SESSIONS FOR YOU AND YOUR COLLEAGUES TO ATTEND! Bring your entire HR Team to the show as this year’s event features two expertled operational Forums, and over 15 Open Seminars and HR Clinics – learning is guaranteed for everyone. Super Sunday 18 November 2012 Monday 19 November 2012 Dave Ulrich Guru Day HR Excellence Awards** HR Clinics (Open Seminars)* HR Summit (Main) Learning & Development Forum HR Clinics (Open Seminars)* HR Summit (Main) Recruitment & Talent Acquisition Forum* HR Clinics (Open Seminars)* Full Day Masterclass A Full Day Masterclass B GROUP DISCOUNTS AVAILABLE CALL: +971 4 335 2483 E-MAIL: a.watts@iirme.com An Interactive Day with Dave Ulrich – Hear directly from the world’s most influential person in HR. Not to be missed! A Reinvented Programme – The agenda is constructed around the 6 pillars that make HR successful and effective An Unrivalled...
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...Smoke-Free Ontario Strategy Evaluation Report Ontario Tobacco Research Unit November 2012 Smoke-Free Ontario Strategy Evaluation Report Suggested Citation: Ontario Tobacco Research Unit. Smoke-Free Ontario Strategy Evaluation Report. Toronto: Ontario Tobacco Research Unit, Special Report, November 2012. Ontario Tobacco Research Unit ii Smoke-Free Ontario Strategy Evaluation Report Acknowledgements Many people were involved in the preparation of this report. Key authors are Robert Schwartz, Shawn O’Connor, Alexey Babayan, Maritt Kirst, and Jolene Dubray. Marilyn Pope, David Ip, Pamela Kaufman, and Marian Smith provided editorial comments on an earlier draft and Sonja Johnston provided production assistance. The interpretation and opinions expressed in this report are the responsibility of the Principal Investigators of the Ontario Tobacco Research Unit (OTRU): Susan Bondy, University of Toronto K. Stephen Brown, University of Waterloo Joanna Cohen, Johns Hopkins Bloomberg School of Public Health, University of Toronto Roberta Ferrence, University of Toronto, Centre for Addiction and Mental Health John M. Garcia, University of Waterloo Paul McDonald, University of Waterloo Robert Schwartz, University of Toronto, Centre for Addiction and Mental Health Peter Selby, Centre for Addiction and Mental Health, University of Toronto Ontario Tobacco Research Unit iii Smoke-Free Ontario Strategy Evaluation Report Table of Contents Acknowledgements...
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...YingJieSheng.COM ............................................................................................................................................5 1.1 .......................................................................................................................................................5 1.2 .......................................................................................................................................................5 1.3 ...........................................................................................................................................................6 1.4 ...............................................................................................................................................6 kpmg ....................................................................................................................................7 2.1 2013kpmg ..................................................................................................................7 2.2 verbal ...............................................................................................8 2.3 Oct.13.2013. KPMG .............................................................................................................................8 2.4 ........................................................................................................................................9 2.5 10.12KPMG ....................................
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...Assembly Language Programming Lecture Notes Delivered by Belal Hashmi Compiled by Junaid Haroon Preface Assembly language programming develops a very basic and low level understanding of the computer. In higher level languages there is a distance between the computer and the programmer. This is because higher level languages are designed to be closer and friendlier to the programmer, thereby creating distance with the machine. This distance is covered by translators called compilers and interpreters. The aim of programming in assembly language is to bypass these intermediates and talk directly with the computer. There is a general impression that assembly language programming is a difficult chore and not everyone is capable enough to understand it. The reality is in contrast, as assembly language is a very simple subject. The wrong impression is created because it is very difficult to realize that the real computer can be so simple. Assembly language programming gives a freehand exposure to the computer and lets the programmer talk with it in its language. The only translator that remains between the programmer and the computer is there to symbolize the computer’s numeric world for the ease of remembering. To cover the practical aspects of assembly language programming, IBM PC based on Intel architecture will be used as an example. However this course will not be tied to a particular architecture as it is often done. In our view such an approach...
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...Companies’ Use of Psychometric Tests for Recruitment: A Review of the Literature Word count: 2995 PART 1 PART 1 Introduction This paper surveys the literature on the use of psychometric testing by employers as part of the recruitment process and considers the general usage by different types of businesses. Companies spend high amount of money each year on psychometric test which measures personality type, learning styles and personal preferences of individuals. Since the 1980’s business in the UK have been making the use of psychometric test as part of the selection process for job vacancies. Over the years the usage has increased to a level where 80% of the Fortune 500 companies in the USA and by over 75% of the Times Top 100 companies in the UK are using some kind of psychometric testing (PSYCHOMETRIC-SUCCESS, 2009). However the benefits and drawbacks of using psychometric testing vary from business to business and sometimes even according to the demographics of the location where the test are conducted. Types of psychometric testing A good psychometric test features reliability, validity, discriminating and NORMs. (Kline, 1992). The significance of Psychometric Testing is able to indicate a reason why Psychometric Testing is widely used, as Kline (1992) suggests that, the efficiency of personnel selection and appraisal will go up as the efficiency of Psychometric test goes up, the necessity of appraisal may disappear as the testing is improved...
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...Fraud Prevention and Management Recommendations The purpose of this Fraud Prevention Plan is to set out the approach to dealing with fraud risk within our organization. In order to prevent the types of frauds that have already occurred within our organization it will be necessary to create “a culture of honesty, openness, and assistance…..fraud prevention is where the big savings occur” (Albrecht, Albrecht, Albrecht, & Zimbelman, 2012, p.103). What is required is the implementation of a comprehensive hiring, fraud, and ethics training program with strong controls, with punitive treatment of fraud offenders. “Research confirms that anyone can commit fraud. Fraud perpetrators usually can’t be distinguished from other people on the basis of demographic or psychological characteristics.” (Albrecht et al. 2012, p. 33). The value of an effective fraud prevention program requires several components. The lack of fraud prevention leads to enormous risk. The corporation will need to install processes and controls to ensure that honest people are hired. When candidates are going through our interview process they will need to be thoroughly vetted on the accuracy of their work history, education, and stated accomplishments. In addition to the standard practiced of contacting references provided by the candidate, these referenced individuals will be asked to provide additional references. The result of checking references provided by the initial reference will in many instances...
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...is the most powerful method for employer to select potential employee. Well, hiring qualified employees should be the primary focus for a company and organization. If a manager does not have a good interviewing skill or perhaps chosen the wrong selection method, he may ended up with hiring someone who might not able to fit the job position and therefore, the job could never be done nicely and perfectly. Thus, choosing a right method of recruitment and selection process has been known as an art as well as science within a business cultural. However, the hardest part of conducting an interview is for the manager to makes the applicant able to open up and willing to gives them the real answer of the question. What is employee selection? Employee selection can be explained by; it is a process of putting and selecting the right person on a right job position. In order to get a right person, selection process has to be done nicely so that it would match with the organization’s requirement as well as with the skills and qualification of the applicant. However, an effective selection process could be done or complete if only there is effective of matching. The organization has to look into the qualification of the applicant in order to select the best candidates. By putting the right person in a right job, it would definitely benefit the company by providing best quality performance and also lead advantages such as saving time and cost, will face less of absenteeism as well as lower...
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...Description that is derived from the Job Analysis and also based on understanding of the estimates during lectures. Further a set of Interview questions are drafted to understand and score candidates on the behavioural traits showcased during the interview sessions. Behavioural Based Interview questions are used as a tool to determine the right behavioural descriptor for the job. Various external sources of recruitment will be deployed to attract candidates. Introduction WestAus is making this recruitment plan for RecordsCo detailing the recruitment plan for sourcing 5 important positions for their project of transcribing over 3 million hand -written and typed data into the electronic format. The recruitment plan contains information about various methods used for recruitment and why are they used. Job Description and Person Description is drafted based on the Job Analysis that was made available. Candidates will be evaluated based on interview questions on various behavioural descriptors and these are further analysed with the help of a...
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