...played a critical role in making significant gains in building MS’s revenue and reputation. Parson was an outstanding individual contributor, who in his sincere, relentless attempt to generate more business, had created a hostile environment around him by going against the norms and culture of the organization. MS’s environment and mission statement was of teamwork, innovation, building consensus and treating employees with dignity and respect. However, there was no formal training for new employees regarding MS’s culture, expectations and performance evaluation (PE) process. Next, there were several biases and blind spots in the PE process. The 360° performance evaluation appeared to be a very shallow process, and there was no consensus on how to implement a decision based on PE and how to use the PE under various circumstances. Instructions and training on how to make effective performance assessment was not provided to the managers. There was no definite internal validity/reliability measure of the PE, leading to personal biases. Questions were not specific and focused on the job function of the employee. Although, Parson’s colleagues and seniors had described him to be volatile, cocky, abrasive, overbearing, and insincere and “not a team player”, strong examples to site his strengths and weakness were missing. Also,...
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...Contingency Planning Policy Statement iPremier has chosen to adopt the Contingency Planning principles established in NIST SP 800-34 “Contingency Planning Guide for Information Technology (IT) Systems,” as the official policy for the risk management, incident response for DDoS attacks. The following subsections outline the Contingency Planning standards that constitute iPremier’s policy. Each iPremier Business System, including third-party service providers, is then bound to this policy, and must develop or adhere to a program plan which demonstrates compliance with the policy related the standards documented. Business Impact Analysis Preliminary System Information Organization: iPremier Date BIA Completed: System Name: Customer’s Web...
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...UNIVERSITY OF MANAGEMENT TECHNOLOGY HUMAN RESOURCE MANAGEMNET (MG-540) SPRING 2013 TITLE: (TERM PROJECT: PERFORMANCE EVALUATION AND APPRAISALS) ASSIGNMENT NO/WAC #: (3) SECTION: DATE OF SUBMISSION: SESSION OF SUBMISSION: YOUR PROGRAM: ID 130580210-01 130580210-02 130580210-03 130580210-04 (EXEC) 31/12/2013 13 MBA EXEC S. # (Ascending Order) 1 2 3 4 LEAVE BLANK FULL NAME (AS PER ROSTER ATIF IQBAL RIAZ MASOOD ZEESHAN RIAZ ARSALAN ZAFAR FOR GRADING: COMMENTS: MARKS SECURED: Disclaimer This project report has been prepared by the authors as Students of Human Resource management in “University of management and Technology Lahore” in cooperation with the “HR Department of Shokhat khanam memorial cancer hospital Lahore” for academic purposes only. The views expressed in the report are personal to the students and do not necessarily reflect the view of the hospital or any of its staff or personnel and do not bind the Hospital in any manner. This report is the intellectual property of the university and Hospital and the same or any part thereof may not be used in any manner whatsoever, without express permission of the mentioned authorities in writing. HR PROJECT – PERFORMANCE EVALUATION & APPRAISALS Page 2 Acknowledgments Our first and sincere appreciation goes to Mr.Syed Aly Raza, our subject instructor, for all we have learned from him and for his continuous help and support in all stages of this project. We would also like to thank him for being an open...
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...dual-hatted as the Battalion Operations Officer. As the Battalion S-3, she led a BN METL development process, as well as published and oversaw the execution of hundreds of OPORDS, FRAGOS, and taskings, including holiday block leave missions, a battalion organization day, task organization changes, inclusion to the installation task matrix and multiple battalion ceremonies. Her dedication led to the overall improvement of battalion systems and SOPs. Captain Gutierrez, worked with the Fort Leonard Wood Comprehensive Soldier and Family Fitness (CSF2) team to plan the execution of Performance Enhancement (PE) training for the entire 43D Adjutant General Battalion. The training was open to all three training brigades. The entire battalion benefited. CPT Gutierrez coordinated for performance enhancement training to also be provided to our IET Soldiers in between processing to better prepare them for basic training; PE training has been well received by trainees. Captain Gutierrez did a phenomenal job as operations officer for the largest and most complex TRADOC battalion on Fort Leonard Wood. Among the many significant operations that she planned, CPT Gutierrez coordinated the first 43D Adjutant Battalion Ball on Fort Leonard Wood in over a decade. This event allowed members of the 43D Adjutant General Battalion, as well as AG Soldiers from three brigades, and Human Resource Professionals from across the installation to participate in an event that celebrated the unit and built...
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...• 1. Look over the scope statement (PE Figure 4-1). If you were an employee at Petrie’s Electronics, would you want to work on this project? Why or why not? I think I would because it seems like a great project. It will benefit the company greatly and be a fun and easy project. There is a great team to back it up as well. • 2. If you were part of the management team at Petrie’s Electronics, would you approve the project outlined in the scope statement in PE Figure 4-1? What changes, if any, need to be made to the document? I would approve this. It has great information about the project and everyone backing it up. It shows what the purpose of the project is and it would benefit the company. There would be a good return on investment if the project works out. • 3. Identify a preliminary set of tangible and intangible costs you think would occur for this project and the system it describes. What intangible benefits do you anticipate for the system? The cost would include labor supplies and training. The labor would be to make the software. It would not be easy making a new program from nothing. Also the training the employees have to go though would increase the cost. They would need to get paid for the time they put into the training. • 4. What do you consider to be the risks of the project as you currently understand it? Is this a low-, medium-, or high-risk project? Justify your answer. Assuming you were part of Jim’s team, would you have any particular risks? One...
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...3 Solutions v 2.4 Project Monitoring vi 2.4.1 Alternative Baseline plan vii 3. Conclusion x 1. Introduction This is a two-phased project in which one phase is the upgrade of systems from stand-alone desktop PCs to networked client/server Windows NT environment, and the other phase is the design, development and installation of client specific database for a company called Penshaw Electricity Services (PES). The phase one part includes installation of Internet, E-mail and Intranet to all client PCs, with the necessary security configurations. The project has an allocated budget of Twenty Eight Thousand pounds (£28,000) and has been given a life time of three (3) months in which it is to be delivered to the best standard, along with its documentation. The team at hand comprises of two (2) experienced Software Engineers (abbreviated SE) - Brian and Sam, and two (2) Trainee Software Engineers (abbreviated TSE) - Karen and Sarah. The project is charged at £425 per day for an SE time, £300 per day for a TSE time and £125 per day for an Installation Engineer (abbreviated IE) time. Factors to consider for the project are ➢ Training requirements for IT Manager and Technician at PES before launch ➢ Initial survey of site required before start of system upgrade ➢ The installation team must be finished two weeks prior to launch ➢ Periods of PES closures and/or abnormal working days ➢ Availability of staff ➢ Old system can...
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...PE 540 Final Exam I. Define, Identify or Explain a. Administrative Philosophy Affects the way the educator presents instructional material and the manner in which on communicates with students, parents, colleagues, and other adminstrators. b. Types of Administrators Principal, Headmaster, Director, Assistant Principal, Specal Educator Coordinator, Curriculum Coordinator, Head of Guidance, Dean. c. Human Resource Management The management of an organization workforce. Responsible for the training and assessment of employees while ensuring compliance eith employment and labor laws. d. Title IX Educational amemndment of 1972 that is the landmark legislation that bans sex discrimination in schools, whether it be academics or athlets. e. Negligence Conduct that falls below the standards of behavior established by law for the protection of others against unreasonable risk of harm. II. Discussion Questions a. Why is a Public Relations Program important to an Organization? By managing, controlling, or influencing people's perceptions, public relations professional hope to intitate a sequence of behaviors that will lead to the achievemnt of organization objectives. b. Why is an understanding of the law importatant to a PE teacher, coach, and administrator? So they can address the proper procedures to the students and players. They have to understand and guide by the law before they can pass it on to the students. c. What is meant by the term, "assumption of risk"? A defense...
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...1. Look over the scope statement (PE Figure 5-1). If you were an employee at Petrie’s Electronics, would you want to work on this project? Why or why not? ANS:Yes, because the project seems great . It will benefit the company and be fun and easy. There is a great team to support it as well. 2. If you were part of the management team at Petrie’s Electronics, would you approve the project outlined in the scope statement in PE Figure 5-1? What changes, if any, need to be made to the document? ANS:Yes. It has great information about the project and everyone backing it up. It shows what the purpose of the project is and it would benefit the company. There would be a good return on investment if the project works out. 3.ANS: Tangible costs :We think there would be hardware costs, labor costs, and operational costs. There will be employee training and building renovation costs too. Intangible costs: loss of customer goodwill, employee morale, and operational inefficiency. intangible benefits: There might be promotion of organizational learning and understanding, because they were in the project to learn. There might be improved processing efficiency, because they know the procedures more better. 4.ANS: We think it might be a high-risk project since the project size and structure are pretty large, and the user group don't seem very familiar with the development process. Since larger projects and little familiarity cause higher risks, We justify our answer. If we were a part...
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...English I 15 5 8 ENG 002 Prep. English II 15 5 8 MATH 001 Prep. Math I 3 1 4 MATH 002 Prep. Math II 3 1 4 PYP 001 Prep. Physical Science 2 0 2 PYP 002 Prep. Computer Science 0 2 1 PYP 003 University Study Skills 0 2 1 ME 003 Prep. Eng. Technology 0 2 1 PE 001 Prep. Health and Physical Educ. I 0 2 1 PE 002 Prep. Health and Physical Educ. II 0 2 1 20 10 16 18 12 15 Total credit hours required in Preparatory Program: 31 First Year (Freshman) MATH 101 Calculus I 4 0 4 MATH 102 Calculus II 4 0 4 PHYS 101 General Physics I 3 3 4 PHYS 102 General Physics II 3 3 4 ENGL 101 An Intro to Academic Discourse 3 0 3 ENG 102 Intro to Report Writing 3 0 3 CHEM 101 General Chemistry I 3 3 4 ICS 102 Intro. To Computing I 2 3 3 IAS 111 Belief & its Consequences 2 0 2 IAS 101 Practical Grammar 2 0 2 PE 101 Physical Education I 0 2 1 15 6 17 14 8 17 Second Year (Sophomore) COE 202 Digital Logic Design 3 0 3 ICS 202 Data Structures 3 3 4 ICS 201 Introduction to CS 3 3 4 COE 205 Computer Organization & Assembly 3 3...
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...Law of War PE 1 1. What would your response to the order be? The order is violating the Laws of War. You can’t force civilians to leave if they don’t want to. Also, you are supposed to protect civilian property more than government property. Destroying the homes could be considered hostile act against civilians. 2. Would you change it? Yes 3. How? Inform the mayor that at 0600 the evacuation will begin and he should gather every one up that is willing to leave. Ask him to inform the people that staying could get them killed and that we will make every effort to keep their homes safe. We will help rebuild any homes that are damaged. 4. What actions would you employ to prevent Law of War violations and crimes? The best thing I could do is to ensure proper training of my soldiers and enforcing the standard as spelled out in FM 27-10. 10.00 out of 10 Law of War PE 2 1. As a senior squad leader how would you respond to this? I would speak with the commander and state that I understand that the destruction of these weapons is a necessity to the safety of the Military, but civilian casualties are always our concern and never an option. 2. What would be your course of action? My course of action would be to ensure an evacuation the sector of town surrounding the weapon manufacture and the warehouses storing the weapons. An operation order outlining a plan to overtake the manufacture and weapon warehouses without civilian casualties must be created...
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...Topic 1- Human Resource Management (HRM) Today HRM act as vital role in field of Organizational Management. It is the human aspect of Organizational Management or Business Administration in an organization. HRM is defined as : “HRM is the efficient and effective utilization of Human Resources (HR) to achieve goals of an organization”(Opatha, ) According to the above definition of HRM, a) An organization means an economic and social entity composed of a group of people who interact with each other for the purpose of achieving a common goal. b) Goal refers to desired targets to be achieved in the future. The basic goal of any organization should ideally be to serve the human society. Example; to upgrade the standard of living of Sri Lankan people through the production and distribution of high quality dairy products. c) Human Resources are employees who work for the organization being concerned. It is not an exaggeration that HR is the most significant resource compared with other resources such as financial resources, physical resources, etc. The overwhelming significance of HR is due to its unique characteristics. d) Efficient utilization of HR means optimum use of employee by eradicating or minimizing wastage. It denotes utilizing the right employees in the right number at the right cost. • It is animate, active and living • It has the ability to think, feel and react • Its value appreciate with the passage of time ...
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...[pic]DE LA SALLE UNIVERSITY Taft Avenue, Manila In Partial Fulfillment of a Requirement in Instructional Leadership Brother Andrew Gonzales College of Education For the Degree in Master of Education Major in Educational Leadership and Management By: Imelda P. Tabian I.D. # 11293853 Dr. Eric Olivares Professor ONE YEAR DEVELOPMENT PLAN OF PITOGO HIGH SCHOOL S.Y. 2014-2015 I. Introduction and Background Information 1. Historical Development of the School Pitogo High School or otherwise known as PHS has its origins from the vision of the Local Government of Makati City of providing quality education for each of its students. Through the initiative of the city officials headed by then former Mayor Jejomar C. Binay now Vice-President and in collaboration with the Department of Education, both sector worked hand in hand in fulfilling its mission of providing access to education through technologically driven formal, non-formal and other alternative delivery system. The creation of a localized school was initiated by Mayor Binay and it was intended to benefit the citizens of Barangay Pitogo along with its co-barangay catchment areas of South Cembo, Pinagkaisahan, Cembo and Guadalupe Nuevo. Its first year of operation started 2004-2005 with Mrs. Luzviminda L. Bannag as its first administrator in her capacity as Officer-in-Charge. The number of students of PHS on its maiden operation...
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...Introduction The world health organisation defines health as being a state of complete physical, mental and social wellbeing and not merely the absence of disease or infirmity (WHO, 1948). In terms of education this can broken down even more with the general aim being to develop students aesthetically, creatively, critically, culturally, emotionally, intellectually, morally, physically, politically, socially and spiritually (DES and NCCA, 2003). According to the Education Act (1998) schools should promote the social and personal development of students and provide health education for them. This led to the development of a new subject called social, personal and health education (SPHE) which was introduced in the year 2000. The general aim of SPHE is to holistically develop students through a multi-dimensional view of society and an acknowledgment of the complexity and strength of the relationship between the individual and their local, national and global communities (DES and NCCA, 2003). For this to happen a school climate which encourages open communication, where conflict is handled constructively, and which promotes high standards in all its endeavours is needed, thus, an environment in which the core principles of SPHE thrive is created (SPHE.ie, 2011). Unfortunately SPHE is a subject that poses many challenges also to schools and this essay through research in the area and reference to personal experience as a teacher and student will help to investigate these challenges...
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...licenta este acordata companiei US Food Network SA. Primul restaurant a fost deschis in aprilie 1997 pe Blvd. Magheru din Bucuresti. In 2004 KFC deschide al saptelea restaurant al sau, in Constanta, la Tomis Mall, primul in afara capitalei. In prezent Compania US Food Network SA detine 38 de restaurante KFC, dintre care 17 in Bucuresti si celelalte in Constanta, Timisoara, Oradea, Iasi, Brasov, Ramnicu-Valcea, Ploiesti, Pitesti, Cluj, Bacau, Targu Mures, Suceava, Craiova,Arad, Sibiu si unul in Republica Moldova. Calitatea produselor, modul exceptional de servire si standardele mentinute la un nivel constant ridicat au indreptatit echipele KFC din Romania sa castige numeroase premii europene si mondiale in competitia cu celelalte restaurante KFC din lume pentru Restaurant Excellence. Insa cea mai importanta distinctie este data de cel mai bun scor (100%) obtinut in numeroase randuri de fiecare restaurant, incepind cu anul 2000, an de infiintare a CHAMPS CHECK, un sistem de verificare, de catre echipe de profesionisti, a experientei clientilor in localurile noastre. Aceasta performanta a introdus echipele manageriale din Romania in Champions Club si le-a oferit participarea la galele anuale de la Reykjavik, Sevilla, Paris, Limassol, Atena, Mauritius. In prezent colectivul KFC Romania cuprinde peste 1000 de oameni. Colonelul Sanders Colonelul Harland Sanders s-a nascut pe 9 septembrie 1890. Tatal Colonelului Sanders a murit cand acesta avea 6 ani, mama sa fiind nevoita...
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...The CIPD Profession Map Our Professional Standards The CIPD Profession Map Our Professional Standards Contents Introduction The CIPD Profession Map The design principles and architecture of the Profession Map Bands and transitions Professional areas Professional area definitions 1 Insights, strategy and solutions 2 Leading HR 3 Organisation design 4 Organisation development 5 Resourcing and talent planning 6 Learning and development 7 Performance and reward 8 Employee engagement 9 Employee relations 10 Service delivery and information Behaviours The Profession Map behaviours Curious Decisive thinker Skilled influencer Personally credible Collaborative Driven to deliver Courage to challenge Role model 2 4–7 4 6 8–46 9 10 14 17 20 23 26 30 33 36 39 42–51 43 44 45 46 47 48 49 50 51 1 Profession Map – Our Professional Standards V2.4 INTRODUCTION Introduction DESIGN AND ARCHITECTURE The CIPD Profession Map sets out standards for HR professionals around the world: the activities, knowledge and behaviours needed for success. Use the standards in the CIPD Profession Map for you and your organisation to: • define great HR • diagnose areas of success and improvement • build HR capability • recognise achievement through professional qualifications and membership. By the profession, for the profession BANDS AND TRANSITIONS Based on research and collaboration with organisations around the world, and continuously reviewed and updated with our research...
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