...Level of Development and Level of Detail came into play with the advancement of computers and BIM technology. As the AEC industry began move towards using computer renditions for design and analysis, it became necessary to define the certainty with which drawings could be trusted. The detailing of elements changes throughout the duration of a project, so it is important for the team to be able to recognize what level of detail is provided and how trustworthy it is. For this reason, different levels of development were created to allow for a standardized system of analyzing drawings and details. Level of Development vs. Level of Detail The level of Development (LOD) enables construction teams to specify and distinguish the content and reliability of Building Information Models at various stages of the design and construction process with high levels of clarity and reliability. The LOD describes the minimum dimensional, spatial, quantitative, and qualitative data included in a Model Element to support the authorized uses associated with such LOD. Since each Model Element develops at a different rate, the Level of Development (LOD) framework allows the project team to understand the progression of a Model Element from conceptual idea to precise final definition and description. The LOD of a given Model Element informs other Project Participants how developed the information is expected to be. This allows participants to extent to decipher which that information can be relied...
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...VOCABULABY New words | Part of speech | Definition | Making sentences | Intervention | n | The act of becoming involved in an argument, fight, or other difficult situation in order to change what happens | The intervention of Union helps to prevent the conflict between Pakistan and Iran | Dubious | adj | Feeling doubt or not feeling certain | I'm dubious about his promises to change his ways. | Inextricably | adv | If two or more things are inextricably linked etc, they are very closely related and affect each other | His name was inextricably linked with the environmental movement. | Assiduous | adj | Showing hard work, care and attention to detail | The Government has been assiduous in the fight against inflation. | Augment | v | To increase the size or value of something by adding something to it | He would have to find work to augment his income. | Inferior | adj | Not good, or not as good as someone or something else | These products are inferior to those we bought last year. | Relegate | v | To put something into a lower or less important rank or position | She resigned when she was relegated to a desk job. | Debilitate | v | To make someone or something physically weak | Progress has been debilitated by a refusal to share ideas. | Prescribe | v | To say what medical treatment someone should have | The drug is often prescribed for ulcers. | Taint | v | To spoil something, especially food or blood, by adding a harmful substance, or...
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...Detailed Job Description Job title: (insert job title) Reporting to: (insert supervisor’s title) Salary: (insert salary per hour, per annum or total package including base salary, superannuation, commissions or benefits) Hours: (insert average number of hours per week or type of employment such as casual, full-time) Location: (insert the location of the position and any travel required) Purpose of the position (Insert a short paragraph which describes the overall purpose of this position and how it contributes to the goals or function of the business. Include the authority level, for example, “manager” or “support staff”) Responsibilities & duties Responsibility 1 – (insert responsibility or duty of the position including frequency or duration of work, effort and skill required, complexity of tasks and equipment required) Work standard: (insert what aspect of the responsibility will be reviewed to determine if the job is being done correctly, for example, time frame, or number of completed tasks per week) Responsibility 2 – for example, “to manage the daily operations of the office including organising mail, couriers, catering and travel. Staff need to be able to use MS EXCEL confidently, to arrange global travel and to work on their own.” Work standard – for example, “at the end of each working week, all catering events for the following week must be finalised.” Responsibility 3 – (insert additional items as needed) Work standard – (insert additional items as...
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...that you follow your supervisors direction at all times. The only exception to this would be if you were directed to perform a task that was unethical, illegal, or unsafe. In the future if you fail to follow any company policy you will be subject to disciplinary action up to and including possible termination. Sincerely, Robert R. Smith Supervisor John E. Adams Employee My signature does not necessarily indicate that I am in agreement with the above statements; however, it does indicate that I was informed of the contents of this letter. Sample Employee Conduct Policy Every individual is expected to execute their assigned duties as directed during on duty time. Insuring quality in everything we do requires attention to detail and working quickly or carelessly has a negative impact on every aspect of our business. It is also critical to our success that every individual will respect and cooperate with other staff members, customers, and supervisors when performing their assigned duties. In the event there is ever a conflict it is the responsibility of everyone to bring that to the attention of their supervisor for resolution and will not engage with any...
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...TRAINING POLICY - MANAGEMENT TRAINEE (POLICY No.SFPL/CORP-HR/04) (Revised-w.e.f. 01 April 2012) Training is the corner stone of sound management. It is imperative on our part to impart appropriate training to the Management Trainees. Training is actively and intimately connected with all the personnel and managerial activities. If imparted effectively, it leads to: Increase in productivity Quality Improvement Fulfillment of future personnel needs. Improvement of Organizational Climate. Prevention of Obsolescence. Increase in employees’ efficiency and overall effectiveness. An effective training generally fulfills the following objectives: Bridge the gap between institution and the industry. Provide motivation to the trainee to improve his/her job performance. Develop a willingness to change. Provide for active participation by the trainees. Provide feedback. Permit practice where appropriate. OBJECTIVE OF SHEELA GROUP MANAGEMENT/TECHNICAL TRAINEE SCHEME: It is universal truth that fresh recruits who come directly from universities/institutes are having more theoretical knowledge and are not exposed to the practical application of the subject. It is, therefore, essential for any organization to mould them in a manner which suits our industry. The organization has, therefore, devised Management Trainee Scheme to achieve the objective to reducing the gap between institution and industry and to provide them an environment where they learn by doing practical things. SHEELA GROUP...
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...College, Jaipur For more detail :- http://www.gurukpo.com MBA II SEMESTER (HUMAN RESOURCE MANAGEMENT) MODULE/UNIT 2 TRAINING DEFINITION : The term training refers to the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. ... To make proficient with specialized instruction and practice. Meaning: It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees. Training is activity leading to skilled behavior. * It’s not what you want in life, but it knows how to reach it. * It’s not where you want to go, but it knows how to get there. * It’s not how high you want to rise, but it knows how to take off. * It may not be quite the outcome you were aiming for, but it will be an Outcome. * It’s not what you dream of doing, but it’s having the knowledge to do it * It’s not a set of goals, but it’s more like a vision * It’s not the goal you set, but it’s what you need to achieve it Training is about knowing where you stand (no matter how good or bad the current For more detail :- http://www.gurukpo.com situation looks) at present, and where you will be after some point of time. Training is about the acquisition of knowledge, skills, and abilities (KSA) through professional development. ROLE OF TRAINING TRAINING AND DEVELOPMENT is a subsystem...
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...Job Description Paper Catina Cole BUS 303 John Beeson December 15, 2014 Job Description Paper Job descriptions are an important part of the job analysis process in Human Resources. A job description “identifies characteristics of the job to be performed in terms of the tasks, duties, and responsibilities to be fulfilled” (Youseff, 2012). Job descriptions usually serve as a point of reference for many of the things that HR has to consider for a job, such as what the pay will be, evaluations, and training needs. In order for a person that is newly hired into any organization to be successful, they will need a tool to help identify what their expectations are. This tool is known as a job description. An effective job description is broken up into parts and includes relevant and reliable information that truly reflect the nature of the job. Let’s explore the job description and find out why it’s such an important part of the job analysis process. An accurate job description generally starts off with an identification section. The identification section gives information about the job, which usually tells a person the job title, the department that the job is located in, the chain of command for the job, location, job grade, etc. This section of the job description will also include information that will help the HR department track employees as well as jobs that are located in the company’s HR database. This section of the job description is also another place to note...
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...4. Employee Training and Development , Knowledge Level: Novice, Keywords: employee, training Read more: 4. Employee Training and Development Get more information on Entrepreneurship The quality of employees and their development through training and education are major factors in determining long-term profitability of a small business. If you hire and keep good employees, it is good policy to invest in the development of their skills, so they can increase their productivity. Training often is considered for new employees only. This is a mistake because ongoing training for current employees helps them adjust to rapidly changing job requirements. Purpose of Training and Development Reasons for emphasizing the growth and development of personnel include • Creating a pool of readily available and adequate replacements for personnel who may leave or move up in the organization. • Enhancing the company's ability to adopt and use advances in technology because of a sufficiently knowledgeable staff. • Building a more efficient, effective and highly motivated team, which enhances the company's competitive position and improves employee morale. • Ensuring adequate human resources for expansion into new programs. Research has shown specific benefits that a small business receives from training and developing its workers, including: • Increased productivity. • Reduced employee turnover. • Increased efficiency resulting in financial...
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...Please Fill the Following Details Name | | Age | | Gender ( ) | Male | | Female | | Qualification | | Department | | Grade | | Work Experience in the Present Organization | | Total Work Experience | | Q.1) Do you have a well defined policy for training and development in your organization? a) Yes b) No Q.2) Do you think that training enables your people to be self- sufficient more quickly? a) Negligible b) To some extent c) To large extent Q.3) Does the training |officer educate the trainee regarding the whole training programme before actual training starts? a) Negligible b) To some extent c) To large extent Q.4) Conference also can prove to be effective means to evaluate training programmes? a) Negligible b) To some extent c) To large extent Q.5) What type of communication do you thing is more important in an organization to improve its effectiveness? a) Formal b) Informal c) Oral d) Written Q.6) Training and development programmes are based on a) Needs of organization b) Needs of specific department c) Needs of the employee d) Any other (specify) BASED ON AGREE & DISAGREE 1. AGREE 2. STRONGLY AGREE 3. NATURAL 4. . DISAGREE 5. STRONGLY DISAGREE Impact of training programme on trainee S.no | Question | agree | Strongly agree | natural | Dis- agree | Strongly agree | 1 | Do you agree that the training programme helped you to pick up new technical skills...
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...A1 - Course Description: The introduction to Consumer Lending Course is designed for Financial/Credit Service staff that has limited or no experience in consumer lending and requires new and practical knowledge in Consumer Lending & Interviewing. This 7 hour full day session will equip you with the theory, knowledge and skill to provide yourself to conduct a proper lending experience for your members/clients. Strength of this course is to provide the best service to your member/client and the ability to apply this to your every day consumer lending environment. Trainees: 25 Financial/Credit Service Staff Members Time: 9 a.m to 5 p.m | * A2 – Course Outline: Time | Module Title | Module objective/s | 9:00AM – 9:30AM | Introduction * Trainer & Trainee Introductions * Housekeeping rules * Agenda | Trainer will begin by introducing herself with trainees introduction of themselves with a brief description so they are familiar with who they will be working with. | 9:30AM – 10:30AM | Module 1 - Retail Lending -Introduction to the Loan Portfolio, the definition, profitability, cross selling, 8 C’s of Credit & matching. | Trainees will listen closely to the topics discussed by taking notes of the 8 C’s of Credit. | 10:30AM – 10:45 | BREAK | BREAK | 10:45AM – 11:15 | Trainer will begin describing the lending process and reviewing the list of responsibilities assigned as a member consultant/lender. As a short group...
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...WHO/IVB/05.24 ORIGINAL: ENGLISH V A WHO guide to good manufacturing pratice (GMP) requirements Part 3: Training Immunization, Vaccines and Biologicals WHO/IVB/05.24 ORIGINAL: ENGLISH V A WHO guide to good manufacturing pratice (GMP) requirements Part 3: Training Immunization, Vaccines and Biologicals The Department of Immunization, Vaccines and Biologicals thanks the donors whose unspecified financial support has made the production of this document possible. This document was produced by the Access to Technologies Team of the Department of Immunization, Vaccines and Biologicals Ordering code: WHO/IVB/05.24 Printed: April 2006 This publication is available on the Internet at: www.who.int/vaccines-documents/ Copies may be requested from: World Health Organization Department of Immunization, Vaccines and Biologicals CH-1211 Geneva 27, Switzerland • Fax: + 41 22 791 4227 • Email: vaccines@who.int • © World Health Organization 2006 All rights reserved. Publications of the World Health Organization can be obtained from WHO Press, World Health Organization, 20 Avenue Appia, 1211 Geneva 27, Switzerland (tel: +41 22 791 3264; fax: +41 22 791 4857; email: bookorders@who.int). Requests for permission to reproduce or translate WHO publications – whether for sale or for noncommercial distribution – should be addressed to WHO Press, at the above address (fax: +41 22 791 4806; email: permissions@who.int). The designations employed...
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...FORMAT FOR NARRATIVE REPORT: OUTLINE: 1. Title page (Refer to Page3) 2. Table of contents 3. Chapter I- Brief history/background of the company/company profile • Details of the Company, Include some Pictures of the Company including the outlets/restaurants/services • If you have two establishments, present the 1st Establishment you worked with. • PAGES : it depends on the background of the company and your presentation for it. (Maximum, about 10 pages) 4. Chapter II- Weekly Program Reports Compilation • Your MONTHLY Report duly signed and noted by your immediate supervisor will be attached and presented on this Chapter. You may scan your MONTHLY Report to fit in the size of the Paper. • Aside from the 1 page Monthly Report, you may also have your personalized presentation of the different activities you experienced in your training (especially the highlights/memorable events) 5. Chapter III- Narrative Report and Assessment of the OJT Program 6. Chapter IV- Pertinent Documents Suggested format for Chapter III • Chapter III is your presentation of the whole training experience. As you are working and experiencing the real setting in our Industry, you must share and narrate the whole experience on training for us to get an idea on what had happened on you and your training experience. • You must present each in Paragraph form and in detailed stories. a. What have you learned from the experience • Learning from the department/s you worked with/experiences ...
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...Final Research Project Critical Issues of Training Needs Analysis in Small Organizations BUS 680 Training and Development Dr. Gertrude I Hewapathirana Introduction of the topic Training sessions can be tailored to see the needs of small business as well as large corporations. Trainings should provide content seen to be relevant to improving the operation of the business. Effective training sessions more clearly allow management to perceive the potential benefits of training and even have them more inclined to participate in training. “If the training methods are structured to fit the learning styles and approaches preferred by small business managers we would expect a higher level of learning and greater satisfaction with the learning process to occur,” (Jeffery, Hide &Legg, 2010). Companies today are no longer conducting training needs analysis (TNA). They are no longer discussing the benefits of TNA. It appears in today’s society, “the world move so fast that people don't really ask the TNA questions anymore - they just jump to an answer....?” (Martin, ed.) Not conducting TNA has presented itself as a critical issue of training needs analysis for small organizations. Abstract As long as the company is growing, an organizations training needs are never ending. Critical issues of training needs analysis are often more apparent within smaller organizations. A training needs analysis (TNA) is one of the first...
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...N.K.Minda Group of Industries HRM Policy Manual Copy No. : Revision No. : 04 Effective Date : 01.04.2006 Next Review Date : 01.04.2007 FOREWARD This manual intends to keep employees abreast with the HRM policies and practices. Though the attempt has been made to cover and elaborate all possible factors, however, it is not conclusion. This Manual supersedes all earlier amendments or changes communicated from time to time. Any amendment or new thing that may arise from time to time shall be processed and communicated to all concerned for additions / deletions. Broadly, all are expected to follow this strictly and exceptional circumstances demanding any deviation may be taken up with appropriate authority, supported by due justification. ********** INDEX |S.No. |Policy Name |Policy No. |Page No. | |1 |Amendment Record |-- |5 | |2 |Distribution List |-- |6 | |3 |Mission |-- |7 | |4 |Vision |-- |8 | |5 ...
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...OBJECTIVES I would prefer a job position in your company that will give me the opportunity to further obtain a rewarding position in the field of coordinate with a team of highly experienced professionals for my personal as well as corporate growth , and provide me with the opportunity to develop my managerial skills with my skills . EDUCATION 5 moths training in secretarial office training sharjah . I have a certificate in ILETS for 5.5 and 6 in the conversation 2012-2013 Certificate of High School Al-Mahmoud secondary school in kalba with a degree of 91 Also trained in organizing and computer course . EXPERIENCE I have Experience in the field of computer I have some organizing Certificates and practical and support of important even , Also Iam a college student specialization in Business Administration. My Responsibilities include : * Practical and support * Keep the system functioning office * Maintaining strict confidentiality while working * That I will perform my job * General correspondence * Maintaining files * Receiving and sending e-mails * Updating & reporting of the job detail * Attending visitors * Prepare Invoices and Statements SKILSS * Communication skills : A . Ready to face challenges B. Loyalaty , dynamic and hard working C . Team working skills D. Management Skills offive procedures E. Customer service skills F. Office procedures * Computer skills A . skills in typing...
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