...and/or is relevant to your future business career. FIELD RESEARCH – requires contacting a company or companies, identifying their current HR policy issues or HR concerns, selecting only one, developing a list of interview questions based on a brief review of research in that HR area, and then conducting an interview to explore the matter in depth. It is NOT merely a report of the conversational narrative of the interview. It is a thorough critique with recommendation for improvement. 1. Critique a current HR policy or issue in a specific company and make recommendations for improvement. Examples of policies are: recruiting, hiring, orientation, training, succession planning, career planning, team development, performance review, equal employment opportunity, pay incentives, a specific type of employee benefit or perk, corrective/disciplinary action, OSHA compliance, and safety recognition. 2. Describe a current HR strategy in a specific company and how it enhances their competitive advantage in business. Discuss strengths and weaknesses of the strategy. Examples are: HR employment planning, performance management system, organization design/development, compensation planning, quality of work life (QWL), promotion of diversity, and team building. 3. Interview a HR Manager in a specific company and identify the major issues facing him/her and how they plan to address them. Generally, this is a three...
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...and/or is relevant to your future business career. FIELD RESEARCH – requires contacting a company or companies, identifying their current HR policy issues or HR concerns, selecting only one, developing a list of interview questions based on a brief review of research in that HR area, and then conducting an interview to explore the matter in depth. It is NOT merely a report of the conversational narrative of the interview. It is a thorough critique with recommendation for improvement. 1. Critique a current HR policy or issue in a specific company and make recommendations for improvement. Examples of policies are: recruiting, hiring, orientation, training, succession planning, career planning, team development, performance review, equal employment opportunity, pay incentives, a specific type of employee benefit or perk, corrective/disciplinary action, OSHA compliance, and safety recognition. 2. Describe a current HR strategy in a specific company and how it enhances their competitive advantage in business. Discuss strengths and weaknesses of the strategy. Examples are: HR employment planning, performance management system, organization design/development, compensation planning, quality of work life (QWL), promotion of diversity, and team building. 3. Interview a HR Manager in a specific company and identify the major issues facing him/her and how they plan to address them. Generally, this is a three...
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...Post-Traumatic Stress Disorder in Vietnam War Veterans COMM/156 4/14/2013 Professor Marsha Parker PTSD is an anxiety disorder classified as a mental illness caused by exposure to terrifying or life threatening events. During the time of war, people get exposed to devastating experiences such as sexual abuse, witnessing murder of family members or familiar people, and other horrors of war. As a result, the victims suffer from mental disorders since the horrible experiences are forever ingrained in their mind. Bearing in mind that bad memories are rarely erased, the experiences can be compared to a horror movie that is often played in the mind and constantly frightens the victim to death. On one hand the victim celebrates survival but on the other hand the experiences haunt one through night mares or flashbacks. The victim remains constantly on edge and is easily startled. Some common feelings include intense guilt and some time numbness- all signs of posttraumatic stress disorder (TMP, 2012). A research finding by Bruce Dohrenwend and colleagues from New York State Psychiatric Institute and Columbia’s Letter Carrier School of Public Health, shows that traumatic experiences during war predicted the onset of PTSD in Vietnam veterans (Mikulak, 2013). We will examine the PTSD in Vietnam War veterans. Human existence has been always exposed to traumatic incidences of various kinds. For instance, attacks by lions or even the twentieth century terrorist attacks to...
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...CAREER DEVELOPMENT PLAN PART I - JOB ANALYSIS AND Career Development Plan Part I - Job Analysis and Selection As a result of the current merger, the organization has taken a new direction. With this change, the opportunity to grow and develop a new team had become available. The creation of this team will require a structured development plan and defined processes to follow. Developing a job analysis will require a combination of a summary of task requirements and resource or people, requirements. Defining and documenting the workforce planning system will provide an efficient method to meet the demand on providing qualified resources to fulfill business needs. Part of the process that will be taken into consideration will be the Selection method and what are the advantages and disadvantages to the methods that will be used. These development plans will provide the foundation necessary to identify several key employees to fit the needs of the new team. As part of the creation process of the new team a job analysis will provide the required information to progress in defining what it is we need. The job analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job (hr-guide.com, n.d.). The job analysis will be specific to the new marketing and sales person that will be required in the new team. One of the elements that the job analysis will look into is compensation and...
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...Case Analysis: Private, Dismissed Introduction This case takes place at the Overton Brooks VA hospital in Shreveport, Louisiana. Overton Brooks recently underwent major reconstructing to create the Behavioral Medicine Programs to handle inpatient and outpatient mental health services. Patty Cohen, one of the social workers hired during the restructuring of the VA's Behavioral Medicine Program worked in the outpatient mental health clinic. Patty, diagnosed with lupus, holds her clinical licensure in both Louisiana and Texas and has experience in medical social work, hospice, home-based mental health, inpatient psych, and corrections. Sharease Jackson, who has been hospitalized numerous times since first coming to the VA in 2009 is a patient of Patty's. Sharease is a 19-year-old African American veteran who joined the army at seventeen and was discharged at the age of nineteen due to instability and suicidal attempts. After being hospitalized five times, Sharease reaches out to Patty stating it is an emergency and needed to meet now. Sharease tells Patty good-bye and makes statements such as "It's like I'm already dead." Patty assesses Sharease finding that she is enough of a risk for suicide and admits her to inpatient treatment. This time seems different than the rest where Sharease shows no emotion, no yelling and screaming about...
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...Annotated Bibliography Topic: War Related Post Traumatic Stress Disorder Sub Topics: Chronic PTSD in Vietnam Veterans PTSD in Iraq War Veterans SOURCE 1: What is PTSD? Retrieved on 13 Nov. 2011 http://www.ptsd.va.gov/public/pages/what-is-ptsd.asp UNDERSTANDING PTSD Posttraumatic stress disorder (PTSD) is an anxiety disorder that can occur after you have been through a traumatic event. A traumatic event is something horrible and scary that you see or that happens to you. During this type of event, you think that your life or others' lives are in danger. You may feel afraid or feel that you have no control over what is happening. Anyone who has gone through a life-threatening event can develop PTSD. These events can include: * Combat or military exposure * Child sexual or physical abuse * Terrorist attacks * Sexual or physical assault * Serious accidents, such as a car wreck. * Natural disasters, such as a fire, tornado, hurricane, flood, or earthquake. After the event, you may feel scared, confused, or angry. If these feelings don't go away or they get worse, you may have PTSD. These symptoms may disrupt your life, making it hard to continue with your daily activities. How does PTSD develop? All people with PTSD have lived through a traumatic event that caused them to fear for their lives, see horrible things, and feel helpless. Strong emotions caused by the event create changes in the brain that may result in PTSD...
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...Gathering Research Data Gathering research within the criminal justice field can take time in regards to how certain information must be obtained and measured. When conducting research concerning police officers and their jobs, obtain statistics based on job satisfaction or job hazards can require an approach while using different ways to do so. So far, the quantitative approach can be used, but the qualitative approach must be used to gain a clear answer to this type of research. As of now, based on this type of criminal justice research and specifically in regards to what research method is appropriate, there could be different ways to complete this research. Goal or Purpose behind Proposed Research Today, the goal of research is to gather information concerning police officers and their jobs in regards to job satisfaction or job hazards. For the purpose of this research, job hazards for police officers are already known, but what about their job satisfaction? Obtaining research on these findings will be important because if police officers are not satisfied with their jobs, they will not have complete motivation to get things done or operate properly, which will affect their ability to work effectively. Now, if police officers can’t work effectively due to limited satisfaction, other issues can arise because of that issue alone. The issues that arise include affected work relationships, and mistakes made while on duty due to confidence levels, which will cause bad relations...
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...Judge Martin, who cites information about this case. “Dunlap is a fifty-two year old black (African American) man who has worked as a boilermaker for twenty years, including nearly fifteen years’ experience as a boilermaker foreman responsible for a crew of boilermakers…. Dunlap asserts that he has tried to gain employment with the TVA since the 1970’s, but had never been offered a job, or even an interview” (Walsh, pg.209). He further asserts that there was discrimination because he received lower scores on the TVA’s interview process, when he did finally get an interview. “After the interviews, the twenty-one applicants were ranked in order of most to least qualified. The selection committee then divided the applicants into three groups: outstanding, well qualified, and qualified. The ten applicants in the “outstanding” category were all chosen for jobs. Dunlap’s scores placed him in fourteenth place. Of the ten people chosen, one was William Parchman, an African-American veteran with thirty years of experience as a boilermaker. Parchman provided testimony that he too had a history of being rejected for jobs at the TVA, and received the boilermaker position at issue after filing a complaint with the Equal Employment Opportunity Commission (EEOC)” (Walsh, pg. 210). The EEOC helps one when they feel that they are discriminated against. “If you believe that you have been discriminated against at work because of your race, color, religion, sex (including pregnancy), national...
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...REDUCING TURNOVER IN PRODUCTION AT TOYOTA SAN ANTONIO, TEXAS Prepared for: Toyota Motor Manufacturing Texas (TMMTX) Prepared by: N. Robertson, Assembly Group Leader TMMTX October 5, 2014 [pic] Modified CommunityLink, Business & Industry Image REDUCING TURNOVER IN PRODUCTION 10/01/2014 Brad Nye, General Manager of Production Toyota Motor Manufacturing Texas 1 Lone Star Pass San Antonio, TX 78245 Brad, I am writing to express my concern over the high turnover rate we are experiencing in production, specifically in assembly. With nine years in the company, five years as a group leader, I have seen many good team members choose to leave Toyota and find employment elsewhere. I am confident that I have a solution that will help reduce the amount of voluntary terminations by our full time Toyota employees and our Aerotek variable workforce. My proposal, which I have enclosed for your review, contains research, factual data, statistics, and educated opinions on how to resolve the crisis we face on the floor. I look forward to the opportunity to meet with you to discuss these proposed improvements. N. Robertson Assembly Group Leader, Frame 2/Final 1 Toyota Motor Manufacturing Texas 1 Lone Star Pass San Antonio, TX 78245 My safety commitment is to always follow up on team member HYP concerns within 24 hours. TABLE OF CONTENTS LIST OF ILLUSTRATIONS……………………………………………………………4 EXECUTIVE SUMMARY.....................
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...Comparative Analysis: NYPD & DHS - Homegrown Terrorism”: Richard A. Myers HSM421: Research & Analysis in Homeland Security (CAI1325A) Instructor: Dawn Brown July 8, 2013 This paper will serve as a comparative analysis on the research techniques between The New York Police Department (NYPD) Radicalization Report of May 2007, and the Department of Homeland Security (DHS) Right-wing Extremism Report of April 2009. The NYPD introduces a framework supporting the progression of impressionable, alienated individuals in the United States progressing into radical extreme Islam with the propensity for terrorism. The DHS takes a look back in comparison to the 1990s and the similar factors that may be influencing a potential rise in activity and recruiting of white supremacy groups and militias. The New York Police Department Intelligence Division explored the extreme Islamic radicalization process of “unremarkable” individuals living in the West since September 11, 2001. The NYPD compared and assessed cases from the Madrid attack of March 2004, Amsterdam’s Hofstad Group, London attack of July 2005 to The Toronto 18 Case, discussing the reference points of the al-Qaeda inspired ideology against the homegrown terrorism cases of Lackawana, New York, Portland Oregon, Northern Virginia, New York City’s Herald Square Subway, and The AL Muhajiroun Two of New York City. The NYPD analyzed the framework; pre-radicalization, self-identification, indoctrination to full blown...
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...Better Practices for Retaining Organizational Knowledge: Lessons from the Leading Edge David W. De Long and Thomas Davenport n 1998, after significantly downsizing for ten years, the Tennessee Valley Authority (TVA) realized that the median age of its 13,000 remaining employees was 48. Because most of its workers retired well before age 60, this meant that over the next ten years the TVA, the largest electrical utility in the United States, was bound to lose many of those it depended on to run its nuclear, coal-fired, and hydroelectric power plants efficiently and safely. Those employees, and the knowledge they embodied, would be hard to replace. Changing workforce demographics, marked by an aging labor force, more competitive recruiting, and faster turnover among younger employees, are creating unprecedented knowledge-retention problems in many industries, threatening to reduce the capacity for innovation, growth, and operational efficiency. A recent study of 26 firms conducted by the Accenture Institute for Strategic Change documented the danger lost knowledge poses for organizational performance in the global chemical industry.1 But, of course, operational and institutional amnesia imperil more than just the chemical industry. This article outlines a set of “better practices” that organizations currently are implementing to address these concerns. The practices shared here are not claimed to be “best in class,” because the challenges of knowledge ...
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...BASIC BATTLE ANALYSIS: (Student Handout 1) Study Guide for Battle Analysis Overview: 1. General: The U.S. Army Command and General Staff College developed the battle analysis methodology to help its students structure their studies of battles and campaigns. The format can be easily applied by any military professional seeking insight from historical battles and campaigns to help deepen his/her understanding of warfare and the profession of arms a. The battle analysis methodology is a process for systematic study of a battle or campaign. b. This process takes the form of a checklist that ensures completeness in examining the critical aspects of the chosen subject. c. There are two forms of the Battle Analysis: Basic and Advanced. Both utilize the same four steps, but the Advanced is more complex and detailed. Also, the Advanced analyzes the strategic influences on the battle. 2. Format: The checklist is divided into four steps, each of which builds on the previous one(s) to provide a logical order for the study. a. The four steps are: (1) Define the Subject/Evaluate the sources. (2) Review the Setting (Set the Stage). (3) Describe the Action. (4) Assess the Significance of the Action. b. In the first step, you decide what battle you are going to study. In the next two, you gather the information necessary for a thorough and balanced study, and organize it in a logical manner to facilitate analysis. In the last...
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...ZIMBABWE TEACHING HISTORY IN CONTEXT IN ZIMBABWE Miles Tendi Published by the Institute for Justice and Reconcilation Wynberg Mews, Ground Floor, House Vincent, 10 Brodie Road, Wynberg 7800, South Africa www.ijr.org.za © 2009 Institute for Justice and Reconciliation First Published 2009 All rights reserved. ISBN 978-1-920219-18-5 Produced by Compress.dsl www.compressdsl.com CONTENTS EXECUTIVE SUMMARY 1 CHAPTER 1: Using history 5 The uses of liberation history in Zimbabwean politics • Historical context • ZANU PF’s ‘Patriotic History’ • Patriotic History’s detractors • What is Patriotic History? • The opposition’s use of history 5 5 6 6 8 CHAPTER 2: History in secondary and higher education 11 History curriculum development in Zimbabwe’s secondary schools and higher education institutions, and the implications for reconciliation, national healing and transitional justice • The growth in education since independence • History in secondary schools • History in higher education • A review of the NASS syllabus 11 11 14 17 CHAPTER 3: Teaching history 23 Challenges of teaching history in Zimbabwe, points of contention and consensus, and future prospects • Repression in tertiary institutions • Decline in secondary schools • National youth training service centres • Reasons for optimism 23 25 25 26 CHAPTER 4: Supporting history teaching 29 Supporting secondary and higher educators, and proposals towards learning sessions, modules and activities for history teaching • Funding...
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...1. In a narrative format, summarize the key facts and issues of the case. The key facts of this case include Imus’ performance and history as a 28-year veteran shock-jock, his employment by CBS and MSNBC, his controversial and off-color comments against a girl’s basketball team, and CBS’ response to the matter. The issues include the remarks made by Imus’, was the response by CBS timely and appropriate and what could have been improved upon in preparation and execution of their crisis management approach. Also, was CBS strategic in their execution of their damage control? Should Imus have continually remained in the media empathetically apologizing then saying he had apologized enough? 2. Update the information in the case by researching it on the Internet. Focus your response on the specific issues in the case. The case study provided by the text provides limited information in the summary. Although it includes the incident, a little history of Imus and CBS’ response, it is vague as to how the matter became so public and why CBS would severe a $40 million contract with one of the nation’s most revenue-producing jock (Press, 2007). Further research reveals the history of Imus’ profession as a highly sought after shock jock, the efforts behind his firing, CBS’ reaction, responses and their inadvertent handling of the matter. The employment contract was extended to Imus by CBS in 2006 because he was a shock-jock of the nation and because his controversy and...
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...Service Request SR-rm-002 ROSA CHANDIK BSA/375 April 18, 2013 Robert Dashiell Hugh McCauley, Chief Operating Officer for Riordan Manufacturing has sparked and interest in a more sophisticated, state of the art, information system for the Human Resources department for all locations of the company. This paper will discuss all the business requirements needed to develop the new system. Expected completion of the project is six months. This will allow the new system to be utilized in the second quarter of next year. In order to determine all the business requirements necessary to complete this project, it is important to include key stakeholder in Riordan Manufacturing. The decision process should include the following key people. CEO – Dr. Michael Riordan is one of the most important factors in this process. He has the final say in all business practices as well as overall direction of the company. Director of Human Resources – Yvonne McMillan – “Develops policy and directs and coordinates human resources activities, such as employment, compensation, labor relations, benefits, training and employee services. “ (Manufacturing) Yvonne’s role is vital in integrating the new technology with the hiring process as well as training. Chief Financial Officer – Dale Edgel – “Direct the accounting, finance and Human Resources functions toward achievement of the company’s key results while upholding company values.” (Manufacturing) Dale needs to be involved because he is...
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