2) OHIP: This tool is beneficial in all age groups, as it was originally designed for adults. Currently, it has been adapted and validated for teenagers as well (Navabi et al., 2012) OHIP-14 is a short version, designed with 14 questions, which measures seven domains: functional limitations, physical pain, psychological disability, physical and social disability and handicap. OHIP-14 scores follow a Likert scale of 1 (never) – 5 (very often). 3) Child-OIDP Locker, in 2004 designed this instrument
Words: 425 - Pages: 2
compensation departments, describe the contextual influence that I believe will pose the greatest challenge and the contextual influence that will pose the least challenge to companies’ competitiveness and explain why, describe when subjective performance evaluations might be better (or more feasible) than objective ratings, also describe under what conditions profit sharing plans are not likely to motivate employees and based on my knowledge of pay-for-knowledge pay concepts, describe three jobs for which this
Words: 1341 - Pages: 6
CASE DEVELOPMENT Weaknesses in traditional performance evaluation methods - An Ethical Challenge GROUP 8 11BM60041- Partha Pratim 11BM60048- Sumitpal Singh 11BM60058- Shilpa Taneja 11BM60110- Rana Vishal Singh Weaknesses in traditional performance evaluation methods - An Ethical Challenge Abstract/Situation Description The standard performance appraisal does not adequately address employer concerns in maintaining ethical and legal compliance. Globalization and increasingly stringent antidiscrimination
Words: 1114 - Pages: 5
health program planners, policy makers, and evaluators analyze situations and design an efficient health promotion and public health program. PRECEED is an acronym for (Predisposing, Reinforcing, and Enabling Constructs in Educational Diagnosis and Evaluation) while PROCEED stands for (Policy, Regulatory, and Organizational Constructs in Educational and Environmental Development) The model has been used for planning, designing, implementing and evaluating programs for diverse health, quality of life
Words: 357 - Pages: 2
enario Scenario Evaluation Plan 3/4/13 HSM/270 Dakira Starks-Walker Scenario Evaluation Plan Evaluation is one of the most important steps in the development and implementation of any program or project. As imperative as it is to lay a solid foundation through mission, goals, and objectives, it is equally as important to have a way to define success or failure through use of appropriate tools, accurate reporting, and proper evaluation techniques. Deciding whether to use a process
Words: 714 - Pages: 3
detected through internal controls as well as help with the accuracy of its financial reporting. This analysis will provide a comprehensive checklist for evaluating internal controls and show how to apply the checklist to outline phases of the control evaluation. Evaluating Internal Controls Checklists The Committee of Sponsoring Organization (COSO) defines controls as the “process, effected by an entity’s board of directors, management and other personnel, designed to provide reasonable assurance regarding
Words: 785 - Pages: 4
Activity University of Phoenix HRM 546 Human Resource Law Jay Hinkel October 3, 2011 Memorandum To: Esq., Manager From: Regional Manager Date: Monday, October 3, 2011 Re: The Shoe Store Incident CONFIDENTIAL Bob, Based on your evaluation of the incident at your store in respects to switching employees due to a customer preference in dealing with a woman instead of a man I’ve concluded the following: By using the female employee versus the male employee to serve the customer the
Words: 281 - Pages: 2
Wal-Mart Evaluation Interview Michael Branum Business 303 Sheri Bender December 12, 2011 For my interview, I had to use someone else because I am no longer working; I chose to use Wal-Mart because my wife works there. My wife was able to get me in contact with the Mario he is an Assistant Manager and he is the one that does the evaluations for parts of the store. Each manager has his or her own employees or sections of the store that they deal with and each does his or her own evaluations
Words: 380 - Pages: 2
used to hire, interview, train, and create a title for the replacement employee. This discussion will include the offering salary for the replacement, hiring requirements, training tools used, what is expected of the replacement and a performance evaluation to score the new employee. I do have an advantage in my favor from previously training new hires in the same department as me. Although I was not part of the hiring staff, knowing what was needed from the replacement having done the job for 5 years
Words: 1871 - Pages: 8
Annual Performance Review Employee Name Cathy Smith Title HR Receptionist Date of Review Period 2010 Supervisor Name Department Human Resource Exceeds Expectations = 5 [employee has exceeded objective, time and quality] More Than Satisfactory = 4 [employee has slightly exceeded either time and/or quality] Satisfactory = 3 [employee has met objective, may be just under objective on time and quality] Less Than Satisfactory = 2 [employee has not met objective on either time or quality]
Words: 605 - Pages: 3
