...their school preferences. At the heart of this reform are 123 small, academically nonselective, public high schools. Each with approximately 100 students per grade in grades 9 through 12, these schools were created to serve some of the district’s most disadvantaged students and are located mainly in neighborhoods where large failing high schools had been closed.2 Hence, they provide a realistic choice for students with widely varying academic backgrounds. MDRC researchers call them “small schools of choice” (SSCs) because of their small size and the fact that they do not screen students based on their academic backgrounds.3 In June 2010, MDRC, a nonprofit, nonpartisan research organization, released a report on the effectiveness of 105 of the 123 new SSCs, which demonstrated demonstrated that they are markedly improving academic progress and substantially improving graduation prospects, particularly for disadvantaged students. This report included data for over 21,000 students from four cohorts who entered ninth grade between fall 2005 and fall...
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...exclusive use of h. abdelrahman, 2015. 9-107-038 REV: JANUARY 29, 2008 ROBERT S. KAPLAN RICARDO REISEN DE PINHO Amanco: Developing the Sustainability Scorecard A modern company must have a much broader and more sophisticated relationship with society, and must respond to issues that didn’t exist previously… Our strategy is the best for the sustainable creation of value. — Stephan Schmidheiny, Grupo Nueva and Amanco’s founder1 On January 9, 2006, CEO Roberto Salas arrived at the new Amanco headquarters in São Paulo after a long and strenuous tour through the company’s key units in Latin America. Salas had conducted intense and productive discussions about how to strengthen and standardize Amanco’s Sustainability Scorecard system (SSC), for use in executing Amanco’s new strategy. Amanco was Latin America’s biggest producer and marketer of plastic pipes and fittings for transporting fluid. It had dominant positions in Colombia and Ecuador, and was a major competitor in Brazil and Mexico. Amanco had become a top brand while establishing a reputation as a leading company in corporate social responsibility. Julio Moura, Amanco’s chairman, explained, “Customers want products that improve the society in which they exist and that protect the environment.”2 Salas reflected on the company’s recent financial performance (summarized in Exhibit 1): Amanco has lived by its triple bottom line values and become one of the Latin American’s most admired socially responsible companies...
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...immediate employment. * STRENGTHS * Well experienced Professional * General Ledger preparation * Receivables-Payables Handling * Trained in QuickBooks, Advanced Excel & Financial Modeling * Competencies in Accounting Functions * Excellent Numerical & Computing skills * Possess strong Team playing attitude * Excellent command over spoken & written English(IELTS 5.5) * QUALIFICATIONS * CMA (Certified Management Accountant-US) Processing... Institute of Business Leadership (IBL)-Islamabad (Pak) * PEARSON EXTENDED LEVEL 7 (Pearson Extended Level 7 Diploma in Strategic Management & Leadership (QCF- UK) in Sep 2015) Institute of Business Leadership (IBL)-Islamabad (Pak) * PEARSON PGD Level 7 (Pearson BTEC PGD Level 7 Diploma in Strategic Management & Leadership (QCF- UK) in April 2015) Institute of Business Leadership (IBL)-Islamabad (Pak) * HDA...
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...technical skills in a position in the industry by being a part of the organization where there is ample scope for constructive learning and thereby contributing to the self-development and Organizational growth. PROFILE SUMMARY Expert at analyzing the reports Excellent in utilization of all resources Excellent written and verbal communication skills, with an eye for detail. PERSONALITY TRAITS Strong leadership and motivational skills Ability to handle the team Ability to handle the pressure Good analytical and presentation skills ACADAMICS Persuading Master Of Business Administrations 1st year 2nd semester in NATIONAL INSTITUTE OF TECHNOLOGY WARANGAL ,as in the first semester I have secured 7.1 CGPA Bachelor of engineering in ECE from Mallareddy Institute Of Engineering And Technology with 77.10 % Intermediate from Spectra Junior College with 94.6% SSC from Srivani Vidya Mandhir High School with 70.6% PROJECTS o o o o We have done a project on MICRO FINANCE We have done management information system on PROFESSIONAL courier services We have done HRM project on mass communication media We have done survey on medical dispensary services at nit Warangal and submitted to chief warden o We have done a feasibility report on FLIPCART ACHIEVEMENTS We organized the product launch event in TECHNOZION 2013 I have participated in IIMA confluence 2013 and attended the workshops I have taken the spoken English course from Ramakrishna math Hyderabad We are organized...
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...challenging service in a competitive environment where my ability and efficiency can be implemented to yield the maximum betterment of the organization and to bring out the best in myself as well as to build a successful career. Educational Qualifications Exam Title Bachelor of Business Administration (BBA) Higher Secondary Certificate (HSC) Secondary School Certificate (SSC) Major Finance ARTS Group Institute Bangladesh Islami University Narayangonj Govt. Mohila College Fatullah Pilot High School Result CGPA 3.91 (on a scale of 4) GPA 4.80 Passing Year 2013 2008 ARTS Group GPA 4.00 2006 Other Qualification IT knowledge on the followings: Operating System So familiar and have working experience with following operating systems -Windows XP/Vista/7. -Familiar with latest internet technologies. Package Program Have most working knowledge Microsoft Office package -Word, Power point, Excel. Communication Skills Fluent in Bangla and English-both verbal and written. Knowledge in all sorts of business and commercial correspondence as well as writing reports and dealing with multimedia presentation. Leadership Skills: Have the ability to work independently as well as in team. Have the experience to manage small to medium range of team. Can work with people of all level and motivate them to get things done. Posses’ analytical abilities of problem solving. Have ability to do work under pressure/any circumstances. Areas of Interest: IT related field HRM SME ...
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...|Mahmudul Hasan | [pic] | |House No-TA 23, Road No-2 | | |Banani,Dhaka-1213 | | |Contact: 01673876898 | | |Email: mahmudulhasan00mh@gmail.com | | Career Objective To work in the creative departments of different local or multinational organizations of Bangladesh and grow rapidly with increasing responsibilities. Personal Details Father’s Name : Md. Kabir Ahmed Mother’s Name : Nilufar Yasmin Marital Status : Single Date of Birth : 11th September, 1992 Nationality : Bangladeshi Religion : Islam Sex : Male Height : 5’8’’ Permanent Address : House No-TA 23, Road No-2, Banani, Dhaka-1213 Mailing Address : House No-TA 23, Road No-2, Banani, Dhaka-1213 Academic Credential |Degree ...
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...the customer and analysis of the data to evaluate the credit worthiness of the borrower and guarantor. • Analysis of Growth, Profitability conditions, Investment Position, Management efficiency. and cash flow of the Business. • Analysis of risks such as supply risks, sales risks, performance risks, Technical risks, Management competence Risks, Management Integrity Risks, Security control and security cover risk. • Have a depth analysis of market/ industry and provide feedback for the development and revision banks product and policy. • Preparation of loan proposal, loan agreement and necessary documents of the enterprise. • Build relationship with other Banks and Financial Institutions for obtaining a credit report. • Communicate/ liaison with local elites and administration to get different official support. • Ensure Account opening, modification,...
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...Employee engagement 9 The Cultural Differences Challenge 11 A quick reminder about CEMEX’s HR Challenge. 11 CEMEX first solution: its internationalization method 12 The special asset: SHIFT 12 Conclusion 13 APPENDIX 1 i APPENDIX 2 ii APPENDIX 3 iii Bibliography iv Introduction CEMEX is a multinational specialized in the cement industry. It produces and distributes cement, ready-mix concrete, and aggregates and related building materials all over the world. It was founded in Mexico in 1906 and now has annual sales of 15.14 billion US dollars (2011). Is workforce is composed of 44,100 employees worldwide, which 32% of it dispatched in Europe, 23% in Mexico and 19% in United States. According to CEMEX 2011 Sustainable Report, Health and safety and, more generally, employee relation, are both top priorities for CEMEX....
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...Past From my childhood I was ambitious to hold a unique personality. Education has always been an important aspect of my life. While in high school I took challenging courses, such as advanced placement English and calculus, business studies, Computer etc. I wanted to maintain good GPA which allowed me to complete graduation. My SSC and HSC were completed in my native village. After then, admitted myself in the Bachelors of Business Administration, University of Chittagong .To keep with this advanced world it is needed to have strong background on technical, economic and communication sector. So, I chose “Marketing “as, my subject. After being graduated, MBA with Major in Marketing was completed gradually. I have always chosen challenging courses, and have good academic record. Although education plays a significant role in my life, I involved myself with other activities. During high school I was an active member of several clubs. I enjoy the cultural program and participated in many performances such as: Recitation of poem, singing song, general knowledge competition, essay writing in which I was interested to. I have developed strong leadership skills, and have learned to interact with a wide...
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...[pic] Md. Shamim al Mamun CAREER OBJECTIVE Willing to work in a position where I will get the opportunity to work in a team or individually and get ample chances to groom up my skill, efficiency, capacity and leadership quality as well as to explore my academic knowledge, which ensure my future career development. EMPLOYMENT HISTORY / WORK EXPERIENCE(S) 1. Company Name : Pervez Traders (Distributor Airtel Bangladesh Ltd.) Position Title : Sales Manager- Pervez Traders. Duration : Appril 2009 to Till. Job Description: ➢ I started my career as a customer service representative and was promoted to Sales Manager. My duties to work closely with product sales & ensure that products and services meet market needs and were executed on time and within budget. Coordinate with Head office / IT division / logistics. Develop sales volume & serve properly distribution to ensure profitability. & successfully executing multiple event plans. 2. Company Name : Pervez Traders (Franchise Warid Telecom International Ltd) Position Title : Customer Service Duration : February , 2008 to till March , 2009 Job Description: -Coordinating the entire process of Registration Forms (RF) arrival and their storage in physical location and in system as well. -Preparing the soft copies of RFs and managing their up-gradation in the system. Maintaining and optimizing the RF storage systems in line with the company policy. -Ensure optimum Customer Service...
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...| CHANGE MANAGEMENT | CIP Project | | Submitted to : Mr. Adil Hassan | Submitted by: Raunika Rawat PGDMHR IMI, New Delhi | | | TABLE OF CONTENTS S. No. | Topic | Page No. | 1. | Defining Change Management | 3 | 2. | A brief history of Change Management | 3 | 3. | Why do Change Management? | 4 | 4. | Challenges for Change Management | 5 | 5. | ADKAR Model | 7 | 6. | Kotter’s 8 step change model | 8 | 7. | Lewin’s 3 stage model of change | 8 | 8. | The change curve | 9 | 9. | Framework for managing change | 11 | 10. | Transition and Transformation Activities | 17 | 11. | Project structure Delivery Side model | 18 | 12. | Pros and Cons of Change Management | 19 | 13. | Conclusion | 21 | ACKNOWLEDGEMENT I would like to use this opportunity to express my gratitude to everyone who supported me throughout the course of this CIP project. I am thankful for their aspiring guidance, invaluably constructive criticism and advice during the project work. I am sincerely grateful to them for sharing their truthful and illuminating views on a number of issues related to the project. I express my warm thanks to Mr. Adil Hassan for his support and guidance at Mercer. I would also like to thank my project external guide Ms. Mamta Mohapatra and Ms. Soni Aggarwal from International Management Institute and all the people who provided me with the facilities being required and conductive conditions...
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...WHAT SHOULD INDIAN NAVY DO TO INVITE BETTER TALENTED YOUTH? I had rather have a plain, russet-coated Captain, that knows what he fights for, and loves what he knows, than that which you call a Gentle-man and is nothing else. Oliver Cromwell INTRODUCTION 1. In order for the Indian Navy to meet its ever growing list of commitments, it is imperative that it be staffed by intelligent, disciplined and courageous men and women. The Indian Navy’s charter of duties has increased many fold and grown beyond its traditional role in the last decade. Post 26/11 the importance of Coastal Security has been highlighted. Anti-piracy operations in the Gulf of Aden and the ever-increasing threat of piracy along India’s own coast have further tasked the Indian Navy. The Indian Navy now interacts and operates with almost all major navies of the world, and is an ambassador of the nation. The Naval personnel have to be smart, eloquent and quick thinking to project the right image of the nation. Technology has always been led by the demands of the armed forces, and the Indian Navy is in the forefront in this aspect. All recent inductions are in the cutting edge of technology. To maximise the effect of technology, and to use them sensibly and responsibly, the Indian Navy needs youth with the correct education, intelligence and mental make up. 2. The Times of India, dated 07 Mar 2011 reported that the armed forces are facing a shortage of 15,004 officers. In written reply to a question...
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...A Review of Business–University Collaboration Professor Sir Tim Wilson DL February 2012 Preface Just as castles provided the source of strength for medieval towns, and factories provided prosperity in the industrial age, universities are the source of strength in the knowledge‐based economy of the twenty‐first century. Lord Dearing, September 2002 The words of Lord Dearing continue to ring true. The economic and social prosperity of the UK depends upon a healthy knowledge‐based economy. In our globally competitive economic environment, never before has there been a greater need for a talented, enterprising workforce, for constant innovation in product and service development, for a thriving culture of entrepreneurship, for dynamic leading‐edge scientific and technological development and for world‐class research that attracts investment. In collaboration with business, and with the support of government, the UK university sector has the capability to fulfil Lord Dearing’s vision: to be the source of strength in the UK’s knowledge based economy of the twenty first century. Universities are an integral part of the skills and innovation supply chain to business. However, this supply chain is not a simple linear supplier‐purchaser transaction; it is not the acquisition of a single product or service. This supply chain is multi‐dimensional, it has to be sustainable, and it has to have quality, strength and resilience. These attributes can only be secured through close collaboration...
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...Chapter 2 REVIEW OF RELATED LITERATURE AND STUDIES Presented in this chapter is foreign and local literature and studies which are relevant to the present undertaking. Literature and studies cited enables the researcher to have a better understanding and a wider perspective of this investigation. Adversity Quotient (AQ) and its nature Resilience refers to the ability to cope or to give a successful response to high risk or adversity as measured by the four CO2RE scales of the adversity quotient. It is an outcome of both individual characteristics and environmental causes. Resilience is viewed by the individual from the inside as he or she responds to the outside or external influences and events, viz. Adversity. Richard Davidson, director of the Laboratory for Effective Neuroscience at the University of Wisconsin, conducted a landmark series of brain imaging studies that tested two groups of people: one identified as highly resilient to life’s ups and downs, the other easily upset by them. Davidson tracked their brain function as they performed stressful tasks, such as writing about the most upsetting experience in their lives or performing difficult math problems under time pressure (Goleman, 1997). Resilient people have a remarkably rapid recovery from stress. A study of store managers at a large American retail chain store found that the managers who were most tense, beleaguered, or overwhelmed by job pressures ran stores with the worst performance...
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...Army Regulation 350–1 Training Army Training and Leader Development Rapid Action Revision (RAR) Issue Date: 4 August 2011 Headquarters Department of the Army Washington, DC 18 December 2009 UNCLASSIFIED SUMMARY of CHANGE AR 350–1 Army Training and Leader Development This rapid action revision, 4 September 2011-o Implements the Don’t Ask, Don’t Tell Repeal Act of 2010 by deleting all references to developing and conducting training concerning the Army’s Homosexual Conduct Policy (paras 2-21p and 2-22k.) o Rescinds paragraphs 2-6r, 2-46ac, and G-14e.) o Makes administrative changes (app A: marked obsolete forms and publications; corrected forms and publication titles; and corrected Web site addresses; glossary: deleted unused acronyms and corrected titles/abbreviations as prescribed by Army Records Management and Declassification Agency). *Army Regulation 350–1 Headquarters Department of the Army Washington, DC 18 December 2009 Effective 18 January 2010 Training Army Training and Leader Development History. This publication is a rapid action revision (RAR). This RAR is effective 20 September 2011. The portions affected by this RAR are listed in the summary of change. Summary. This regulation consolidates policy and guidance for Army training and leader development and supports a full-spectrum, force protection, expeditionary Army. Applicability. This regulation applies to the active Army, the Army National ...
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