...Unit 8 Assignment:1 Written Reflection on Our Interview After conducting my interview, I can say that I walked away from this experience with many a lesson learned. The first lesson that I learned was that after choosing a person to interview, then asking that person, most will jump on the defensive and ask “about what”. This is due to the fact that most people are usually pressed for time. They initially want to know how long this process will take without ever stopping to realize that the length of most interviews is dependent upon how long it takes for the interviewee to answer the questions that are asked. Another reason is because most will be curious about the nature of the interview, meaning what questions will be asked. This response I received tells me that people in general do not like discussing certain subjects. Some of these subjects include race, religion, and politics. These two topics are considered to be in the “No Go Zone” of interviews based entirely on their nature to insight the greatest of arguments. Another lesson I learned while conducting my interview is that most people have never been interviewed in the first place. This fact will show when the person being interviewed starts to give one word answers to questions asked. This actually happened though I informed the person that the purpose for the interview I was conducting was to gain a better insight on the subject! Lastly, I learned that when conducting the...
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...purpose of this study was to analyze on- and off-campus student housing which is current and past as well as nearby off-campus housing most utilized by XX’s undergraduate and graduate students. The analysis included XX’s student interviews, a student survey, a survey of parents of students, and an off-campus housing analysis. The major findings of the study were that even though XX is providing sophisticated partnered housing plans, the current housing scenario doesn’t fulfill the future demand and doesn’t provide single occupancy plans. Also, parents of the students are in favor of on-campus university plans. The three major conclusions of the study were that XX establish comprehensive on-campus university housing plan, develop more university partnered off-campus housing plans to ensure and fulfill long term and future demand and develop a great number of single occupancy unit types. Contents Title 1 Abstract 2 1. Introduction 4 2. Body 5 2.1 Current Housing Plan 5 2.1.1 Residences on Market 6 2.1.2 Market View Place 6 2.2 Methodologies & Findings 6 2.2.1 Student Interviews 7 2.2.2 Students Surveys 7 2.2.3 Parent Surveys 7 2.2.4 Off- Campus Market Analysis 7 2.2.5 Findings of Efforts 8 2.3 Conclusion and Recommendations. 8 Bibliography 9 1. Introduction The goal of the XXXX University student housing assessment, a collaborative effort of XXXX University(XX)’s faculty and KLC Marketing Company, was to analyze both on- and off-campus...
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...in any other subject or published elsewhere before. It is recognised that, should this declaration be found to be false, disciplinary action could be taken and penalties imposed in accordance with University policy and rules. Signature: Sanjaykumar Natverbhai Patel Table of Contents: * Introduction……………………………………………………………………………………………….2 1.1 Introduction about product and its key feature and characteristics……….3 2 Customer satisfaction………………………………………………………………………………..4 2.1 Identify Stockholders and their expectations………………………………………..5 2.2 Method of capturing customers’ needs…………………………………………………6 2.3 Kano analysis on capturing customer needs………………………………………….7 3 Design Requirements…………………………………………………………………………………8 4.1 Quality Function Deployment of identified customer needs…………………9 3.2 Failure Mode and Effect Analysis of top five customer needs………………10 4 Supplier selection and Evaluation……………………………………………………………..11 5.2 Identify components , parts ………………………………………………………………..12 4.2 Selection criteria for components supplier………………………………………….13 4.3 Supplier selection system…………………………………………………………………….14 4.4 Outcome of supplier selection process………………………………………………..15 4 Statistical Process Control…………………………………………………………………………16 5.1 Process identification…………………………………………………………………………..17 5.2 Statistical Control Chart………………………………………………………………………18...
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...Michael Pallanes 11/4/14 EN1320 Unit 7 Assignment 1: Using Empirical Tools To: Mr. Tedlock From: Michael Pallanes Date: 11/4/14 Subject: Diverting 8” Waste Activated Sludge Line Mr. Tedlock I have chosen the interview questions for this unit 7 assignment. The reason I have chosen the interview questions, is because I think it will be more suitable for what am doing. My questions to Pima County Wastewater Treatment plant will be: 1. How important is it to you to get this 8” WAS line hooked up to building 58? 2. What is the time frame to get this project done? 3. Do you have any survey points, to where this line is going to be laid at? 4. Do you have the old plans from past contractors that have been here before? 5. Do you have any one to blue stake the area for us? 6. What is the time frame for the shut down for when we tie into the 8” line? 7. Who well be involved in the lock out tag out procedure? 8. If we come along to a problem with the excavation who should we talk to? 9. What is the number to the fire department? 10. Is it mandatory for the men that are working on this line to get a tetanus shot? The audience to whom I will apply this method of data collection, will be the board of Pima County. The type of data I hope to gather from this interview is a lot. Like the time frame for this project, the man hours that will be needed to get it done, and what type of equipment will be needed for this...
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...Unit 2 Assignment 1: Homework Learning Objectives and Outcomes Review documents to discover relevant entities and attributes for database. Prepare interview questions and follow up. Prepare questionnaires. Observe work flow for process and exceptions. Identify the issues with the current database. Define and list requirements of a database. Define business rules of a database. Define entities and attributes of a database. Identify candidate keys for entities of a database. Assignment Requirements Answer the following True or False questions on the student answer sheet. Required Resources Textbook Submission Requirements Submit your written answers to your instructor at the beginning of Unit 3. Unit 2 True/False Questions Indicate whether the following statements are true or false on the student answer sheet. 1) A requirement is something a database needs to do in order to fulfill its purpose.t 2) You only need to include the most important stakeholders in the database discussions.f 3) Forms are used for gathering input.t 4) A transaction database is optimized to track transactions in real time.t 5) Data mining uses business intelligence tools and techniques on a variety of data sources brought together in a data warehouses.t 6) The domain is the focus or knowledge area of a database.t 7) Interviews are good for asking open ended questions.t 8) Open ended question are questions that don't have fixed...
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...Have the Continuous Improvement (Cl) efforts at Absa Bank’s Horizon Medium Business Banking unit, in the Gauteng West region successfully addressed the key concepts of Continuous Improvement as set out by Trollip, 2008? By Sinqobile Khobotho Ndlovu {20625261} Submitted in partial fulfillment of the requirements for the degree of Masters in Business Administration At the Nelson Mandela Metropolitan University (NMMU) Business School Research Supervisor: Mr. Bux Heather November 2008 Page 1 of 112 Declaration “I, Sinqobile K Ndlovu, declare that: • This work has not been previously accepted in substance for any degree and is not being concurrently submitted in candidature for any degree. • This dissertation is being submitted in partial fulfillment of the requirements for the degree of Masters in Business Administration. • The dissertation is the result of my independent work/investigation, except where otherwise stated. Other sources are acknowledged by referencing and a reference list is attached. • I hereby give consent for my dissertation, if accepted, to be available for photocopying and for loan, and for the title and summary to be made available to outside organizations.” Signed: …………………. Date: 20 December 2008 Page 2 of 112 Abstract Success in today’s highly competitive financial sector requires an organization to have a sustainable competitive advantage that would distinguish it from the rest. Products...
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...PA205: Introduction to Legal Analysis and Writing Client Interview – To be used for Unit 4 and for Legal Memorandum (Units 6-9) Notes from Client Interview: Natalie Attired 23 years old Grew up in Albuquerque, New Mexico Attended private schools through 12th grade After graduation in 2007, spent a year in Europe, mostly Paris Returned from Europe in 2008 and enrolled at New Mexico State University, planning to major in Early Childhood Education. After a couple classes, found out that she didn’t like working with small children and reconsidered her career plan. While she attended NMSU, she often went to a local bar called Skully’s, which catered to a mix of college students and members of the local biker community. At Skully’s, she met a 30 year-old man named Zeke Teller, who was a member of the Los Calambres Motorcycle Club. Zeke had three children from three previous relationships. In early 2009, Natalie began riding on his motorcycles and after a few months of hanging around the club became Zeke’s “old lady.” After attending NMSU for one year, Natalie dropped out of school in May 2009 and began working as a waitress at Biddy’s Tea House and Croissanterie in Truth or Consequences, NM. Biddy’s has been in business for over 20 years, and is run by Biddy Baker, age 60. The restaurant serves tea, sandwiches, scones, and desserts. No alcohol is served in the establishment. Biddy’s evaluates waitress’ performance every three months. Natalie received four evaluations while she worked...
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...organization and sustain our progress. Scope This process basically applies to the highly qualified members & performers in terms of quality & quantity and demonstrates high levels in certain competencies, in order to fulfill the requirements of a higher position. Responsibilities It’s the responsibility of the HR Department, Unit Managers to ensure the efficiency of the promotion’s process by which each promoted employee should be capable of enough fulfilling a higher position/ level. Procedures Promotion Process is a three-phase process: * 1st Nomination * 2nd History Check * 3rd Selection Phase one: Nomination 1. The Unit Managers nominate at least three employees in order to fulfill a higher vacant position. (check list) 2. In order to have wide talent pool to select the best candidates, in case the Unit Manager nominated less than three employees, he/she should refer to the HR department to nominate the rest of the number to ensure that we have at least three candidates. (Check list) 3. The HR shall recommend employees from other units to ensure that we have at least three candidates for the same position. 4. Unit Managers will nominate the employees that display satisfactory rates in both indicators, performance & behavioral. * Regarding performance indicators each candidate should demonstrate the ability to reach the highest quantity of work with respecting the quality of the deliverables. * Regarding behavioral indicators each...
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...Questionnaire Design Local Government Data Unit ~ Wales A guide to... ...Questionnaire Design A Questionnaire Design Local Government Data Unit ~ Wales This guide provides advice and guidance on designing questionnaires. It focuses mainly on points to consider when writing questions and how to format self-completion questionnaires. You may also want to look at: • Survey Design and Analysis We have produced a series of guides which covers four broad areas: • • • • Surveys Performance management Collecting and using data Statistical processes The series of guides is available electronically on our website, www.dataunitwales.gov.uk/guides We also provide advice, guidance and training support relating to each of the documents in the series. For further information contact: Local Government Data Unit ~ Wales 029 2090 9500 or visit our website: www.dataunitwales.gov.uk ISBN – 978-1-907073-02-1 Published 2009 Published by: Local Government Data Unit ~ Wales 3–7 Columbus Walk, Cardiff, CF10 4SD Telephone: 029 2090 9500 Email: enquiries@dataunitwales.gov.uk Web: www.dataunitwales.gov.uk © Local Government Data Unit ~ Wales, 2009 (Data Unit) This material can be reproduced as long as the Data Unit is acknowledged as the original author. Any queries should be sent to the Data Unit at the above address or via e-mail: enquiries@dataunitwales.gov.uk B Questionnaire Design Contents 1. Introduction 1 2. Types of surveys ...
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...Business Services Training Package Version 8.0. Replaces BSBHRM402A Recruit, select and induct staff. Unit Descriptor This unit describes the performance outcomes, skills and knowledge required to execute tasks associated with the recruitment cycle. Performance of the work described in this unit will be underpinned by in-depth knowledge of the work of the organisation, and how recruitment and selection practices fit with other human resources functions. Application of the Unit This unit applies to those with a supporting role in recruitment, selection and induction functions who work under the direction of a human resources manager. Individuals at this level would not necessarily have staff reporting to them, although this may be the case. Licensing/Regulatory Information No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement. Pre-Requisites Not applicable. Employability Skills Information This unit contains employability skills. Approved © Commonwealth of Australia, 2013 Page 2 of 9 Innovation and Business Skills Australia BSBHRM405A Support the recruitment, selection and induction of staff Date this document was generated: 15 March 2013 Elements and Performance Criteria Pre-Content Element Performance Criteria Elements describe the essential outcomes of a unit of competency. Performance criteria describe the performance needed to demonstrate achievement of the...
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...1. Tell us about yourself? Good morning. My name is Lingling Cui, an international student from Deakin University. it is really a great honor to have this opportunity for a interview. I am about to be graduated and registered in August after the 6 weeks clinical placement in Knox. So far, I have completed two clinical placements in Australia. One is mental, another is surgical unit. Prior to commencing my Bachelor of Nursing in Australia, I have graduated from Peking University and achieved my first Bachelor of Nursing following a 3.5 years study and 1.5 years clinical placement in medical surgical ward, theatre, pediatric ward, gynecologic ward, delivery room and emergency room. Besides studying, I am also working in nursing home from last year. I am a nice person with excellent nursing skill and interpersonal skill, which enable me to working in a team with pressure. Furthermore, I can listen and speak mandarin and English fluently. All the experience and skills that I gain during studying and working are around nursing, which enable me to prepare well for future career. 2. What do you know about this organization and why have you chosen to work here? Healthscope is one of Australia’s leading private healthcare operators and the second largest private hospital provider. Healthscope owns or manages 45 medical/surgical, rehabilitation and psychiatric hospitals. In addition, Healthscope operates a leading pathology business with facilities in Australia, New Zealand, Singapore...
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...IIBM Institute of Business Management Examination Paper Human Resource Management Subject Code-B102 Section A: Objective Type & Short Questions (30 marks) MM.100 Part Two: Answer 1. Career planning involves efforts on the part of the organizations to provide avenues for growth to its employees. Certainly this growth should be accompanied by development. The other side of the coin is the role of employees in career planning. It involves effort on the part of employees to clearly think through and decided areas in which they would like to make a career for themselves. When employees have assessed their career needs and have become aware of organizational career opportunities, the problem is one of alignment. The crucial role has to be played by HRD in ensuring this alignment to build up morale in the organization. A systematic choice of development techniques like training, special assignment, counseling and rotational assignments should be made to ensure this alignment. Employees are often uncertain as to the type of work that would suit them best. There are a number of evaluation instruments available to determine basic aptitudes. Human Resource Development Managers should be able to guide employees by administering these instruments on them. Employees should also find out whether they are loners or socially active. These exercises with some assistance from HRD Managers should help in career need assessment. Realizing that employees have...
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...Unit 3 Assignment Kerry Bridges Kaplan University IT460 Unit 3 Assignment ITEM 1 – INTERVIEW PROCESS: 1. Determine the people to interview To obtain the information I am looking for, I will need to interview key members of the organization. These members will need to be knowledgeable of their respective positions. I believe it would be best to talk to the department heads and their middle managers. I will also interview people on all levels in the organization. I will also interview multiple people in the same department. My reasoning for this is that everyone has their own strengths and specializations. 2. Established the interview objectives After determining the people to interview, I will establish the interview objectives for the session. I will determine the main topics to be discussed and come up with a list of questions and concerns. I aim to obtain ideas, suggestions, and opinions during the interviews. There will general questions asked to every person in their field. By establishing the objectives I will create the guidelines that will help to determine what questions are needed to ask. These guidelines will also determine how the interview will flow. 3. Develop Interview Questions I will create a baseline for the list of question. This will ensure that the interview proceeds smoothly and that the people being interviewed stays on topic. The questions will be specific to the topic. I want to make sure that the questions are both open-ended...
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...Unit 13: Unit code: QCF Level 3: Credit value: Recruitment and Selection in Business A/502/5434 BTEC National 10 Guided learning hours: 60 Aim and purpose The aim of this unit is to introduce learners to recruitment and the importance of ensuring that the best people are selected to work in organisations. Learners will study selection and recruitment techniques and will set up, and take part in, a selection interview. Unit introduction Recruiting the right people is the key to the success of many organisations. These organisations ensure that the processes and procedures involved in recruitment and selection meet their needs and are legal. In this unit, learners will develop an understanding of the impact of the regulatory framework on the recruitment process. Potential applicants may decide to apply for a post based on the quality of information that they receive. Details of the post will usually be the first communication they have with the organisation. It is important that the organisation makes a good first impression on potential applicants to ensure that they attract sufficient applicants of the right calibre. Learners will develop their knowledge of the types of documentation used in an interview process. A structured and planned selection procedure is crucial to the success of the selection process. The impression a business makes may determine an applicant’s decision to accept an offer of appointment. Staff conducting the interview will also be forming their impressions...
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...Agile Methodology in Practices Agile Methodology in Practice Sharifah Syed-Abdullah University of Sheffield, Regent court, Portobello Street, +44 114 222 1870 s.abdullah@dcs.shef.ac.uk Mike Holcombe University of Sheffield, Regent court, Portobello Street, Sheffield, S1 4DP, UK +44 114 222 1802 m.holcombe@dcs.shef.ac.uk Marian Gheorghe University of Sheffield, Regent court, Portobello Street, Sheffield, S1 4DP, UK +44 114 222 1802 marian@ dcs.shef.ac.uk Abstract This paper presents an early empirical study on Extreme Programming practices employing a qualitative action research method. The study was conducted on university students doing real commercial development projects to gain an insight into the problems faced by the new developers in adopting these agile practices. The aim of the study was to investigate the effects of the XP practices on the quality of software developed. What emerged from the analysis was the positive relationship between number of XP practices employed and the quality of software delivered as perceived by the clients. Keywords Agile methodology, action research, contentanalysis, empirical study, Extreme Programming, positivist approach, qualitative, XP teams and traditional methods teams but for the purpose of this study, focus was only made on the XP project teams. METHODOLOGY Respondents The Software Hut class consists of the 2nd year undergraduate students from Computer Science and Engineering degrees, and 3rd year students...
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