...E-Sonic Compensation Paper Todd Lipscomb, Belma Alic, and Teresa Halpin Davenport University Strategic Analysis Outline: 1. Strategic Analysis A. E-Sonic NAICS falls into two different codes 334614 and 512220. The first code 334614 definition is, “Providing mass duplication of recorded products; Software and other Prerecorded Compact Disc, Tape, and Record Reproducing” (). This code is given in reference to E-Sonic’s producing of music on to various forms of products. The second code 512220 is, “Releasing, Promoting, and Distributing sound recordings. Integrated Record Production/Distribution” (). B. Analysis of E-Sonic’s external market environment 1. Sonic records are a part of the recording and production studio industry, which is going on to start E-Sonic. “Sonic Records, a market-leading recording studio and production house, has witnessed declining demand for music CDs” (). The company boasted over $15 billion in revenue five years ago. However, times have changed over the past five years; technology has greatly improved over time. There have been many technological advances that has offered alternatives to CDs. The one thing that has improved the industry some is the government regulations against pirating music, which is essentially stealing the merchandise. 2. E-Sonic’s competition is pretty fierce as the market has been going for quite some time now. It kind of goes along with, don’t reinvent the wheel if it is already working. Consumers...
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... | | |Assessment Site | | |Assessment Date/s | |Time/s | | The assessment task is due on the date specified by your assessor. Any variations to this arrangement must be approved in writing by your assessor. Submit this document with any required evidence attached. See specifications below for details. Performance objective In this assessment task you will demonstrate skills and knowledge required to plan or review administration systems and implement new or modified administration systems. Assessment description Within a real or simulated business context, you will plan a new administration system or review an existing system. You will need to: ● consult with users or stakeholders to develop a detailed specification for the new or revised system, which must meet both organisational needs and external requirements such as codes of practice or legislation ● follow organisational procurement policies to select an appropriate developer or supplier ● prepare detailed planning for the implementation of the system, including communication, training and risk management activities. Procedure 1. In consultation with your assessor, nominate (a) an appropriate workplace context and (b) an administration...
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...Business 4 Unit 4 [pic] Human Resources By the end of this unit you will understand: ❖ The role of the Human Resources Department ❖ The culture of an organisation ❖ Organisational structures ❖ Working practices available to employees within different types of businesses ❖ The recruitment process ❖ Contract of Employment ❖ Appraisal Part 1 – Human Resources The role of the Human Resources Department The human resources (HR) department is responsible for managing the staffing of an organisation. These responsibilities including hiring new staff (recruitment), providing staff training, carrying out staff appraisal and any other issues relating to staff welfare. The staff in this department will usually have some knowledge of employment law and will be able to advise the organisation in this area. Organisational Culture Different organisations operate in different ways. Some organisations operate in a formal way, whereas others are more relaxed. In the past, the culture of an organisation has been described as ‘The way things get done around here’. While one culture may work for one organisation, a different culture may work for another. It is, however, important that everyone working for that organisation understands, and works well within, the culture of that organisation. TASK 1 Like many organisations, schools have a set of values and everyone in the...
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...they were old and copy quality was poor. They broke down frequently. And to change paper size from 8.5 x 11 in. to legal-size, the user had to remove one paper tray containing 8.5 x 11 in. paper and replace it with a tray containing legal-size paper. Newer machines had two trays, one for each paper size, that permitted changing paper size at the push of a button without changing paper trays. John Richards, the company’s purchasing agent, thought this would be a labor-saving feature and decided to include it in a specification for purchase of new machines. The copying machine industry called this feature, “dual-cassette” design. The Business Company issued an invitation for bids for purchase and maintenance of 20 replacement machines. The solicitation included a specification that called for a machine that would permit “copying both 8.5 x 11 in. and legal-size paper without manually changing the paper trays.” The term dual cassette did not appear in the specification. John received bids from several companies, including Copies Incorporated, a reputable manufacturer. Copiers had greeted the invitation for bids with great pleasure. Their inventory included 30 of their Model 125 copying machines, which they were phasing out. The Model 125 had only one tray, which held 8.5 x 11 in. and legal-size paper, but legal-size paper could be copied without removing the 8.5 x 11 in. tray. After pushing a button, the user could make legal-size copies by manually feeding single, blank legal-size...
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...Appendix C Risk Management Plan for The BNL Center for Functional Nanomaterials At Brookhaven National Laboratory Upton, New York 11973 May, 2004 Risk Management Plan for The BNL Center for Functional Nanomaterials Approved by: __________________________________ Robert Hwang CFN Director Brookhaven National Laboratory __________________________________ Michael Schaeffer CFN Project Manager Brookhaven National Laboratory Table of Contents 1.0 Introduction ................................................................................................................. 1 2.0 Project Description ...................................................................................................... 1 3.0 Risk Assessment Methodology ................................................................................... 2 4.0 Risk Reporting, Tracking, and Closeout ..................................................................... 2 5.0 Criteria for Risk Identification and Assessment.......................................................... 3 6.0 Assessment Results ..................................................................................................... 4 7.0 Contingency Risk ...................................................................................................... 20 8.0 Risk Factors and Weight Table ................................................................................. 21 9.0 Risk Factors & Cost Weighting Description for CFN Contingency...
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...LAMPIRAN 1 - DRAFT1 OCTOBER 2012 ITEM / REGULATION ENVIRONMENTAL QUALITY ACT 1974 EXPLANATORY NOTES ENVIRONMENTAL QUALITY (CONTROL OF SUSPENDED SOLIDS) REGULATIONS 20XX In exercise of powers conferred by Section 24, 25, 29 and 51 of the Environmental Quality Act 1974, the Minister, after consultation with the Environmental Quality Council, makes the following regulations: Citation These regulations are made based on the current provisions in the EQA 1974. The regulations are not intended to control the implementation of the development itself, but designed to control the pollutant (TSS) released as a result of earth disturbances into Malaysian waters. TSS has been identified as a major pollutant that has caused detrimental impacts on rivers. 1. These regulations may be cited as the Environmental Quality (Control of Suspended Solids) Regulations 2011 Interpretation 2. (1) In these Regulations- “accelerated erosion” means the removal of the surface of the land through the combined action of human activities and the natural processes, at a rate greater than what would occur because of the natural process alone. Note : These definitions are subject to discussion with stakeholders and approval by the AG Chambers 1 LAMPIRAN 1 - DRAFT1 OCTOBER 2012 “agricultural operation” means the management and use of farming resources for production of crops, livestock, or poultry, or for equine activity. “best management practices” means activities,...
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...Professional Level – Essentials Module Business Analysis Wednesday 10 December 2008 Time allowed Reading and planning: Writing: 15 minutes 3 hours This paper is divided into two sections: Section A – This ONE question is compulsory and MUST be attempted Section B – TWO questions ONLY to be attempted Do NOT open this paper until instructed by the supervisor. During reading and planning time only the question paper may be annotated. You must NOT write in your answer booklet until instructed by the supervisor. This question paper must not be removed from the examination hall. The Association of Chartered Certified Accountants Paper P3 Section A – This ONE question is compulsory and MUST be attempted The following information should be used when answering question 1. 1 Introduction The National Museum (NM) was established in 1857 to house collections of art, textiles and metalware for the nation. It remains in its original building which is itself of architectural importance. Unfortunately, the passage of time has meant that the condition of the building has deteriorated and so it requires continual repair and maintenance. Alterations have also been made to ensure that the building complies with the disability access and health and safety laws of the country. However, these alterations have been criticised as being unsympathetic and out of character with the rest of the building. The building is in a previously affluent area of the capital city. However, what...
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...International Hotels Graduate Recruitment and Selection Process FAO: The Board of Directors of International Hotels For International Hotels, expansion is the way forward. With the business considering expansion in the UK, I feel as the HR director of the company, that graduate recruitment is a necessity. High quality graduate recruits will assist in supporting the development of International Hotels, with new talent possessing drive, enthusiasm and fresh ideas. With the ever-changing face of the workforce, university graduates acquire many skills, they are enthusiastic learners, and most importantly for International Hotels, they can effectively and efficiently adapt to a new environment. As you, the Board of Directors have decided that the business requires a significant increase in the number of graduates, I am composing this report which I believe will help to further develop the graduate recruitment and selection process of International Hotels. I will also focus on an induction training programme for those applicants successful in their application. The Recruitment Process The Recruitment Process is an essential procedure for any business, according to some; recruitment is ‘the most critical human resource function for organisational survival or success’ (Taylor and Collins, 2000, p.304). Newell and Shackleton (2000, p.113) refer to recruitment as the ‘process of attracting people who might make a contribution to the particular organisation’. International Hotels’ latest...
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...FORDHAM UNIVERSITY SCHOOLS OF BUSINESS CEO-Director Connections and Corporate Fraud N.K. Chidambaran Simi Kedia Nagpurnanand R. Prabhala Working Paper 2010-009 Copyright © 2010 by N.K. Chidambaran, Simi Kedia, and Nagpurnanand R. Prabhala Working papers are in draft form. This working paper is distributed for purposes of comment and discussion only. It may not be reproduced without permission of the copyright holders. Copies of working papers are available from the authors. Electronic copy available at: http://ssrn.com/abstract=1681472 CEO-Director Connections and Corporate Fraud∗ N. K. Chidambaran Simi Kedia Nagpurnanand R. Prabhala This Version: September 2010 JEL Classification: G30, G32, G34, G38 Chidambaran is at Fordham University (chidambaran@fordham.edu), Kedia is at Rutgers University (kedia@busness.rutgers.edu), and Prabhala is at the University of Maryland (prabhala@umd.edu). We thank Jonathan Karpoff and Jerry Martin for graciously sharing their data on frauds with us. We thank Benjamin Cole, Eli Fich, Shane Johnson, Lalitha Naveen, Howard Tuckman, Antoinette Schoar, Vijaya Venkatramani, Adam Yore, and seminar participants at Fordham University, London Business School, and 2010 Summer Research Conference at ISB for their comments. All errors remain ours. Chidambaran acknowledges support from a Fordham University Faculty Research Grant, Kedia acknowledges support from the Whitcomb Center, and Prabhala acknowledges support from the Center...
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...include the description of the recruitment documentation used in Elite Management. The position I have chosen to look into is that of the Finance Manager for Elite Management. In order to recruit the right people for the organisation, management needs to pay attention to the various stages of the recruitment process. Here I will discuss the four important documents used in the recruitment process. These are the Job Advert, the Application Form, Job description and the Person Specification. 1. Job vacancy advertisements A job advertisement is an announcement about a job vacancy. The advertisement is part of the recruitment process designed to attract suitable qualified candidates for a job. Traditionally job adverts have been placed on newspapers and other printed media, however nowadays a large number of Job advertisement are placed on internet on job websites as well as on the company’s own internet or intranet websites. Adverts include a summary of the job description, the person’s specification and remuneration for the job. Elite Management will advertise in its website and other job websites. We shall also place the adverts in national and local newspapers. For Elite Management, once a position becomes vacant management must decide whether the position will be filled internal or external. If the position has to be filled internally, the job advert will be posted on the organisation’s intranet site which is accessible by the company’s current employees only. Other...
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...Whitlam was discovered dispute by signing in the initials of his names on the poll documents which has completed the specification of the writing. Various type of cases was mentioned by Mr. Whitlam in accordance to support the statement. According to Klettner et.al(2014), the court had determined to refuse the following cases that were decided by the circumstances of written devices for not displaying the right signature of Mr. Whitlam. According to this case study, it was noticed that Mr. Whitlam had declared regarding the main role of the chairman in the board meeting of a company. The power and responsibilities that are given to the directors and chairman are distinct from one another. In addition, he claimed that he wouldn’t be able to assist for the position of active director in the board meeting. Thereby, this breach should not be deliberated as director duty breach (Young and...
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...Guidance on writing Job Descriptions & Person Specifications These notes are designed to assist you when completing the Job Description & Person Specification templates. Before you start The job description and person specification should be completed by someone who has a good knowledge and understanding of the role and is able to identify the appropriate criteria to select the best candidate. If it‟s helpful, your HR Advisor can work with you to ensure all the key areas are captured. Tips to help you create a good Job Description & Person Specification o Create a Business Case This is essential when creating a new role or changing an existing role as it is needed as part of the Vacancy Control Procedure, and allows you to focus on what you want the role to actually achieve. o Don‟t focus on grade at this stage This is likely to detract from thorough consideration of the actual job. o Create a Structure Chart This shows where the job sits in the team and how it relates to other roles, clearly showing reporting relationships etc. Again try not to focus on grades. This is also an essential part of the Vacancy Control Procedure. o Write in plain English Use clear and plain English and think carefully about how you describe the job. Formatting & Layout (See Example Later) The design and layout of the Job Description & Person Specification template has been specifically set and agreed. Therefore sections, boxes and key headings should not be removed or added. The font...
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...Quality Specification & Quality Costs c. Developing Quality Specifications i. Design Quality Defined d. Cost of Quality ii. Conformance Quality Defined e. Functions of The QC Department iii. Quality At The Source Defined iv. Dimensions of Quality Defined v. Cost of Quality Defined III. Six-Sigma Quality f. Six-Sigma Methodology vi. Six-Sigma Defined g. Analytical tools for Six-Sigma & Continuous Improvement vii. DPMO Defined viii. DMAIC Defined h. Six-Sigma Roles & Responsibilities ix. PDCA Cycle Defined x. Continuous Improvement Defined xi. Kaizen Defined xii. Lean Six-Sigma Defined xiii. Black Belts, Master Black Belts & Green Belts Defined IV. The Shingo System: Fail-Safe Design i. Fail-Safe Procedures Defined j. Poka-Yoke Defined V. ISO 9000 & ISO 14000 k. ISO 9000 Defined VI. External Benchmarking for Quality Improvement l. External Benchmarking Defined VII. Summary VIII. Case: Hank Kolb, Director of Quality Assurance IX. Case: Appreciative Inquiry- A Different kind of Fishbone Six-Sigma Quality 1. Total Quality Management a. Total Quality management Defined b. Malcolm Baldrige National Quality Award Defined 2. Quality Specification & Quality Costs c. Developing Quality Specifications ...
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...internet, most advertisements are for a specific job in the company however some that you may hear about on the radio or TV can be for multiple jobs. It is important for this advertisement to be good otherwise people may not apply for the job. Job Description Job Description, The job description is the information included on a job advertisement, this includes all of the information that the applicants will want to know about the company and job before they apply so they know what they are going to be doing within the job and if the job is right for them. This is used in the recruitment process to get the people interested into the job and turn away others who do not want to do the work required in the job. Person Specification Peron Specification, This is the requirements the applicants must meet in order to get the job, this is used in the recruitment process to make it easier for the employers to go through the applicants because they will all meet the requirements at least the ones that apply will. Application Form Application Form, this is a document that the applicants must fill in, in order to apply for the job. This is used in the recruitment process because it helps the employer make a shortlist compiled of just a few people that will be interviewed for the job, this is done because applications can be long and only a few people may fill them in correctly without making mistakes, if spelling and poor grammar are found in the application they will be less...
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...inventory levels B. Sam Sliderule (Inventory and Spares Manager) tested the spare management module and thinks it is a “disaster” a. Module is currently four months behind schedule C. The regional and centralized inventory management system module is ten months behind schedule D. Jana Perry (IT Director) thinks it is great (typo in book? Jim=Jana) a. Jana initialed off on the specifications b. SOS created the specifications E. Gerry (President of Captiva) signed a contract with specifications of “best efforts” and “whenever possible” a. Language makes it difficult legally F. SOS used the $1 million allocated for the contract a. There were 17 unpriced change orders II. Major Problem A. Software is behind in production B. Software is over budget C. Product is difficult for a layperson to operate D. Contract specifications were only approved by one person (IT Director) III. Possible Solutions/Alternatives A. Renegotiate and restructure the contract. a. Assuming that SOS is open to renegotiating and restructuring the contract, doing so could minimize change and downtime of the system that is already in place. This would also allow the company to clearly define the specifications and do away with the language currently in the contract (“best efforts” and “whenever possible”). This would also allow the company to figure out what its expectations and actual needs are. The advantages to this approach would be a clearly defined objective and expectations. The disadvantages...
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